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Prediction Markets Platform Kalshi Aims To Strengthen Market Integrity With Penalties For Congressional Candidates For Insider Trading


Prediction market platform Kalshi has taken decisive steps to combat potential insider trading, imposing fines and suspensions on three congressional candidates who placed bets on the outcomes of their own election campaigns. The actions, announced on April 22, 2026, underscore the company’s commitment to tightening controls and safeguarding the fairness of its event-based trading system.

The cases involve Democratic Minnesota State Senator Matt Klein, who was seeking the nomination for Minnesota’s 2nd Congressional District; Republican Ezekiel Enriquez, running in the primary for Texas’s 21st Congressional District; and independent candidate Mark Moran, pursuing a U.S. Senate seat in Virginia.

Each individual traded on markets tied directly to their candidacies, triggering Kalshi’s surveillance systems.

Klein and Enriquez cooperated with the investigation and settled the matters, receiving five-year platform bans along with fines of $539.85 and $784.20, respectively.

Moran, who declined to settle, faced a steeper $6,229.30 penalty plus any trading profits and the same five-year suspension through formal disciplinary proceedings.

Kalshi described the violations as clear examples of political insider trading and credited newly implemented safeguards designed to prevent candidates from wagering on their own races.

These measures form part of a broader push to enhance enforcement, following earlier industry-wide scrutiny over the integrity of prediction markets.

By publicly closing these cases, the firm aims to deter similar activity and reassure users that its platform operates on a level playing field.

The relatively modest fine amounts reflect the small scale of the bets—under $100 in some instances—but the multi-year bans send a strong signal about zero tolerance for self-interested trading by those with non-public advantages.

The enforcement drive comes at a pivotal moment for Kalshi, which continues to grow its influence in regulated betting while diversifying its offerings.

Just days before the insider trading announcements, the CFTC-regulated exchange revealed plans to launch cryptocurrency perpetual futures contracts—its first significant step beyond traditional event-based binary options.

Set to debut on April 27, 2026, under the internal codename “Timeless,” the new product will allow continuous, non-expiring leveraged trading on assets such as Bitcoin and other major cryptocurrencies, using US dollars as initial collateral.

Industry professionals view the move as a strategic expansion that positions Kalshi to compete directly with established crypto venues like Coinbase and Robinhood in the derivatives space.

Backed by its existing CFTC license and recent margin-trading approvals, the platform is poised to attract a new wave of traders seeking 24/7 exposure to digital-asset price movements.

The launch event, scheduled in New York City, highlights Kalshi’s ambition to blend prediction-market precision with perpetual-contract liquidity.

Kalshi’s overall focus—rigorous enforcement against insider activity and bold product innovation—illustrates a maturing operator navigating regulatory expectations while pursuing growth.

As prediction markets face ongoing congressional and regulatory attention, these steps may help bolster confidence among participants.

With perpetual crypto futures on the horizon, the company is not only focused on enhancing its current markets but also laying groundwork for broader financial innovation.



SEI Investments SEIC Q1 2026 Earnings Transcript


Image source: The Motley Fool.

Date

April 22, 2026 at 5 p.m. ET

Call participants

  • Chief Executive Officer — Ryan Hicke
  • Chief Financial Officer — Sean Denham
  • Chief Product Officer — Sanjay Sharma
  • Head of Global Wealth Management Services — Michael Lane
  • Head of Investment Manager Services — Phil McCabe
  • Head of New Ventures and Strategic Partnerships — Sneha Shah

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Takeaways

  • Adjusted EPS — $1.44, marking a more than 20% increase year over year, driven by both top-line growth and margin expansion.
  • Net Sales Events — $67 million, including $57 million in recurring revenue and $10 million in professional services; this outcome surpassed the prior quarterly record by over 40%.
  • GAAP EPS — Increased 20% year over year.
  • Adjusted Operating Profit — Up 24% year over year and 6% sequentially; improvement observed at both consolidated and segment levels.
  • Stratos Contribution — $20 million of revenue and $3 million of operating profit to the Advisors segment during the quarter; generated $8 million of EBITDA at the consolidated level, before considering noncontrolling interests.
  • Share Repurchases — $208 million of SEI stock bought back, with management stating buybacks “will remain a meaningful lever within our capital allocation strategy.”
  • Private Banking Margins — Rose to 21% in the quarter, attributed to a faster realization of Professional Services revenue and higher-margin contract wins, without significant impact from the prior workforce reduction.
  • IMS Net Sales Events — Surpassed $50 million, led by major enterprise mandates with two of the largest global alternative managers; less than 50% of net IMS sales events came from these two clients.
  • International Professional Service Sales — Over one-third of Professional Services sales events originated internationally, notably within the U.K.
  • Asset Management Net Inflows — Approximately $1.5 billion of net inflows, led by the Advisors business, while institutional investors experienced less than $1 billion of net outflows due to a large defined benefit client annuitization.
  • Operating Margin at Consolidated Level — Improved sequentially and year over year on both a GAAP and adjusted basis, with a reported “core margin” of 32%.
  • Assets Under Administration and Platform — Grew by 4%, attributed to strong new business wins and reduced mark-to-market sensitivity.
  • AI and Automation Initiatives — Management reaffirmed ongoing investment and stated “These initiatives are translating into margin expansion with Q1 delivering higher margins at the consolidated level.”
  • Balance Sheet — Ended the quarter with $363 million in cash; management emphasized “substantial financial flexibility.”

Summary

SEI Investments Company (SEIC +1.98%) reported record net sales events and a double-digit year-over-year increase in both adjusted and GAAP EPS, highlighting management’s assertion that recent changes have delivered sustainable, strategic progress. The integration of Stratos, consolidation of Professional Services, and international expansion contributed to margin improvement and diversified growth engines. Share repurchases of over $200 million underscored continued confidence in capital allocation priorities.

  • Management characterized the current momentum in core business segments as “not an anomaly,” with sales pipelines described as strong and positioned for further growth, especially in alternative investment manager outsourcing.
  • The newly reported adjusted financial metrics represent an enhancement in disclosure aligned with market practice; historical data has been included to support comparability.
  • “Advisors margins declined due to the inclusion of Stratos, which was weighed down by intangible amortization,” but absent Stratos impact, margins in the Advisors segment increased approximately 50 basis points year over year.
  • Management stated, “we are the third largest fund administrator in North America,” following recent major client wins.
  • Client demand for Professional Services is increasingly driven by needs in AI-enabled data cloud solutions and cybersecurity, with early engagement cited as a differentiator in building durable client relationships.
  • On the impact of AI, management said, “AI will definitely be a bit of an accelerant,” and expects ongoing investments in automation and innovation to support continued expansion in both revenue and operating margin.

Industry glossary

  • IMS (Investment Manager Services): SEI’s segment focused on providing administration, outsourcing, and related services to asset and alternative investment managers.
  • RIA (Registered Investment Adviser): A fiduciary advisor or advisory firm registered to provide investment advice to clients for a fee.
  • IBD (Independent Broker-Dealer): Firms or platforms serving independent financial advisors in securities brokerage and investment advisory.
  • SMAs (Separately Managed Accounts): Investment accounts managed by a professional asset manager in which the investor owns the individual securities.
  • EBITDA: Earnings before interest, taxes, depreciation, and amortization; used to assess a company’s operating performance.
  • Operating Margin: Ratio of operating profit to revenue; a measure of operational efficiency.
  • OCIO (Outsourced Chief Investment Officer): Institutional asset management mandate where investment decision-making is delegated to an external firm.
  • Private Credit: Debt investments in non-public companies, often managed by asset managers specializing in alternatives.
  • BDC (Business Development Company): A closed-end investment company that invests in small- and medium-sized businesses, providing private credit exposure.
  • Stratos: Acquired RIA aggregator and platform, contributing to SEI’s Advisors segment and broader advice value chain.
  • SEI Sphere: SEI’s branded cybersecurity services offering to clients.
  • GCC (Global Capability Center): SEI’s international service and operational hub referenced in business margin improvement.

Full Conference Call Transcript

Ryan Hicke: Thank you, Brad, and good afternoon, everyone. This was a defining quarter for SEI. Q1 was not simply a strong start to the year. We believe it is emphatic evidence that the strategic and operating changes we have made set a new standard for what SEI is capable of delivering on a sustained basis. Q1 adjusted EPS totaled $1.44. That’s more than a 20% increase from last year, driven by both top line growth and margin expansion. We also delivered $67 million of net sales events in Q1, including $57 million of recurring revenue and $10 million of professional services. This is an outstanding outcome. It exceeds our prior quarterly record by more than 40%.

The scale and quality of these sales events reflect demonstrable progress in our core growth engines rather than a single market tailwind or discrete event. This distinction matters. It gives us confidence that what we delivered in Q1 is not an anomaly. During our Investor Day last fall, we outlined 5 strategic pillars that guide how we run the company, how we allocate capital and how we show up for clients. Q1 was decisive validation of that strategy and our ability to consistently execute against it. Let me walk through those pillars, how they showed up in Q1 and why do we feel good about the trajectory ahead.

First, we invest in proven great engines, most notably alternative investment managers and professional services. In IMS, demand for outsourcing remains strong, particularly among larger and more complex alternative managers. First quarter sales events reflect the initial phase of multiple enterprise-level mandates with first-time outsourcers, the “big deals” we’ve been talking about. These relationships are designed to expand over time as the clients deepen their partnership with SEI and as their fundraising and new product launches progress. These relationships also have the potential to grow into some of SEI’s largest overall clients. The momentum in this business is incredible, giving us confidence that what we saw in Q1 is a starting point, not an end point.

Professional services also continues to support growth. Clients are engaging SEI earlier and more strategically across a broader set of needs, which is improving win rates and increasing durability of relationships as evidenced by the previously announced Huntington Bank win. Second, reimagining asset management. I think we’re actually now past the reimagining stage, and we are executing against our evolve strategy at pace. The strategy is showing meaningful results. Q1 represented our best quarter in several years with the improvement in flows that built through 2025 continuing into 2026. We saw progress across both the RIA and IBD channels where our strategy of delivering a broader SEI ecosystem to more scaled advisers is showing results.

Engagement is improving every day, particularly with larger firms that value integrated solutions. Stratos integration is also well underway with multiple work streams focused on scalable infrastructure and building a centralized investment hub. We are encouraged by strong inbound interest from advisers seeking a long-term capital partner like Stratos. And in our institutional business, we remain on track towards net positive flows later this year while maintaining discipline around client fit and flow quality. Third is enterprise excellence. The partnership we recently announced with IBM reinforces and accelerates the direction we are taking around infrastructure modernization, automation and responsible AI deployment.

As I have said in the past several earnings calls, we are applying AI and automation where it creates real impact, reduces friction, lowering unit costs and expanding capabilities and services for clients and employees. These initiatives are translating into margin expansion with Q1 delivering higher margins at the consolidated level. Enterprise excellence is about running the company smarter, not just tighter and with increased accountability. Our margin expansion reflects real progress against that priority. We view AI as a force multiplier of time, and our execution of these programs will create additional capacity and opportunity for our employee base. Fourth, we continue to focus on boosting international returns.

We are taking a more disciplined approach to how we operate outside the U.S. with clear accountability for growth, margins and capital deployment. In Q1, we began to see traction across both Professional Services and Asset Management with more than 1/3 of Professional Services sales events generated internationally this quarter. We also continue to build out our Singapore presence as part of our global expansion priority. This remains an important opportunity as we apply a more integrated enterprise-wide operating model across our international platform. Fifth is strategic capital allocation. In Q1, we repurchased over $200 million of SEI stock.

Given the strength of our operating performance and long-term growth outlook, we believe our shares represent an attractive use of capital at current levels. Share repurchases will remain a meaningful lever within our capital allocation strategy, especially when market pricing does not, in our view, reflect the trajectory of our business. Beyond share repurchases, we also activated several investments targeted for later in the year, which are reflected in Q1 results. This was also our first full quarter with Stratos, which is deepening SEI’s participation in the advice value chain and strengthening the overall reach and relevance of our platforms. We remain committed to disciplined capital deployment that balances reinvestment, M&A and consistent returns of capital to shareholders.

Before turning the call over to Sean, a brief word on AI. We believe AI strengthens our value proposition and supports continued margin expansion and growth. It is a clear positive and accelerant for SEI. Our combination of regulated infrastructure, proprietary data, mission-critical processes and talent positions us well to apply AI in ways that can improve client outcomes and productivity. We have been proactive, investing over the past 2 years in AI native capabilities, automation and AI-enabled expansions and extensions across our platforms. In parallel, we are selectively experimenting with more disruptive ideas that have the potentially to substantially expand our addressable markets that we can serve.

Importantly, clients are increasingly turning to SEI as a partner to help them think through responsible, scalable AI adoption in complex regulated environments. Stepping back, we believe Q1 represents a statement quarter for SEI. The quarter reinforces our confidence in the scalability of our business and the demand for our capabilities. But finally, I want to thank SEI employees for an outstanding quarter. The results reflect their focus, execution and daily and unwavering commitment to our clients. With that, I’ll turn the call over to Sean.

Sean Denham: Thank you, Ryan. I’ll begin on Slide 4 and to reiterate Ryan’s comments, SEI delivered an outstanding first quarter. On a GAAP basis, EPS increased by 20% and operating profit increased 21% versus Q1 of last year. On an adjusted basis, EPS increased 21% year-over-year. The sequential decline in adjusted EPS from Q4 was expected and reflects items we discussed last quarter. Most notably, a higher effective tax rate and lower investment income and performance fees from LSV, which tend to be seasonal in nature. In total, our tax rate, LSV and other below-the-line items drove a combined $0.15 headwind to EPS relative to Q4 last year.

Adjusted operating income, which excludes these items, increased by 6% from the fourth quarter. This quarter also marks our first period reporting adjusted financial metrics. We believe this enhanced disclosure aligns our reporting more closely with market practice and provides investors with a more effective basis for compares. For additional context, we have also included historical quarterly disclosures on an adjusted basis at the end of our press release. Turning to Slide 5. SEI’s adjusted operating profit increased 6% sequentially and by 24% year-over-year. Performance was strong across the enterprise. Private Banking delivered a notable increase in revenue and more impactfully, operating margins.

This reflects continued execution in deeper client engagement as banks increasingly partner with SEI earlier and across a broader set of strategic and operational needs, not just investment processing. For example, we are now playing a more active role in client implementations, resulting in less lag time between contract wins and revenue recognition. In addition, we were pleased to announce the Huntington win during the quarter, which underscores our relevance and credibility in the regional community bank market, especially at the higher end of that segment. Our Advisors segment had a healthy start to the year, but the first full quarter of our Stratos partnership reflected in the Advisors segment makes comparison with prior periods challenging.

Given our 57.5% ownership, Stratos is fully consolidated in our results. Stratos contributed nearly $20 million of revenue and $3 million of operating profit to advisers in Q1 before considering noncontrolling interests. Excluding depreciation and amortization, primarily acquired intangible amortization, Stratos generated $8 million of EBITDA at the consolidated level. Several planned transactions also closed during the quarter, so the underlying run rate contribution is modestly higher than reflected in Q1 results. Excluding the impact of Stratos, all of SEI’s businesses delivered year-over-year revenue growth, operating profit growth and margin expansion. This performance reflects execution against the strategic priorities Ryan outlined earlier, so I will not reiterate those themes here. Turning to Slide 6.

Consolidated operating margins were very strong, continuing the improvement trend we’ve seen over the past several years. At a segment level, the improvement in Private Banking margins, both year-over-year and sequentially reflects continued execution against the 5-Point Plan Sanjay discussed during our Investor Day. Key contributors include Professional Services growth, increased adoption of our Asset Management offerings internationally and operating leverage against deeper engagement with our clients. For our IMS business, the modest sequential decline in margins versus Q4 was expected and primarily driven by the absence of the revenue accrual true-up we referenced last quarter, which accounted for approximately 150 basis points of the decline.

The balance reflects onboarding costs associated with the substantial sales events delivered in the quarter. Advisors margins declined due to the inclusion of Stratos, which was weighed down by intangible amortization, as I just discussed. Absent the impact of Stratos, Advisors margins increased approximately 50 basis points relative to Q1 last year. At the consolidated level, adjusted operating profit margins improved versus both the prior quarter and the prior year on both a GAAP and adjusted basis. Slide 7 summarizes our sales events for the quarter. We debated opening the presentation with this slide, but decided it was best to remain consistent. Sales activity in the quarter was exceptional.

Investment Manager Services led the business with more than $50 million of net sales events driven by the large enterprise mandates Ryan discussed earlier. Together, portions of these wins accounted for just over half of total IMS sales events. As Ryan noted, we expect these relationships to continue contributing to sales activity in IMS over the coming quarters and years. Before moving on from IMS, a brief comment on private credit and a broader market commentary. We are not seeing any slowdown in IMS demand. Our exposure to retail private credit, including public BDCs, currently remains limited and the vast majority of our private credit exposure is institutional.

We continue to see strong pipeline activity across existing and prospective clients and with the launch of our registered transfer agency in Q3, we would expect our retail exposure to increase with evergreen fund launches. IMS led the quarter, but the strength of those results should not diminish the continued progress we have seen in both Private Banking and Asset Management. While the magnitudes differ, all 3 businesses are contributing positively to growth. Asset Management delivered its strongest sales events quarter in several years, driven by growing demand for ETFs, SMAs and our custody-only platform offerings. We are encouraged by the momentum in this business and expected continued progress as we expand our product lineup and distribution capabilities.

Investments in new businesses generated approximately $4 million of net sales events, including engagements won in conjunction with Private Banking. This is another example of how our investment in Professional Services is supporting growth across the enterprise. Additionally, while not reflected in sales events, we successfully recontracted 8 Private Banking clients, renewing an average contract term of approximately 4 years and retaining $34 million of recurring revenue with no material impact to run rate profitability. Turning to Slide 8. We saw continued asset momentum during the quarter. In Asset Management, growth was led by the Advisors Business. Last quarter, Ryan mentioned that we’re accelerating Investment Management product launches in ETF, SMAs, models and alts.

This quarter, we are seeing progress against those initiatives, driving approximately $1.5 billion of net inflows. Institutional investors experienced less than $1 billion of net outflows, almost entirely attributable to a large defined benefit client annuitization following the achievement of funding objectives. This outflow is a result of SEI advising a client to successfully meet their long-term investment objectives. Based on current pipeline visibility, we expect improved flow performance in this business over the balance of the year. Regarding market impact. SEI’s portfolios remain highly diversified across equities, fixed income, alternatives, cash and geographies with a relatively higher weighting towards value which mitigated market headwinds during March.

And as you may have noticed, market performance in April has been pretty encouraging to put it lightly. LSV had a strong start to the year with key products in Global and U.S. Large Cap outperforming benchmarks by single-digit percentages in Q1, more than offsetting market weakness in March and approximately $2 billion of net outflows in the quarter. Assets under administration and on platform increased 4%, driven by strong new business wins and lower mark-to-market sensitivity. Turning to Slide 9 and building on Ryan’s comments on capital allocation. In Q1, we repurchased $208 million of SEI shares. While repurchase activity was elevated during the quarter, we continue to maintain significant capacity intend to remain active buyers.

We ended the quarter with $363 million of cash on the balance sheet and substantial financial flexibility. This balance sheet strength provides ample capacity to continue investing in the business while maintaining a disciplined and opportunistic approach to capital returns. Stepping back, the first quarter represents an amazing start to the year for SEI. We delivered meaningful earnings growth, improved margins and exceptional sales activity while continuing to invest to support the opportunities we are seeing across the business. The quality of our results reflect disciplined execution against the strategic priorities we outlined at Investor Day, and it reinforces our confidence on the path ahead.

There are a lot of exciting things happening right now at SEI, and there’s more to come. With that, operator, please open the line for questions.

Operator: [Operator Instructions] Our first question comes from the line of Alex Kramm with UBS.

Alex Kramm: Just maybe starting with the strong sales in IMS. I was hoping you can give a little bit more color around, I think you said multiple first-time deals, so maybe a little bit more about how competitive these wins were? And then most importantly, you said the pipeline remains very strong. So is this a run rate that we should be expecting in terms of new sales? Or is this going to be lumpy? Yes, just a little bit more color on how this year could shape up here given the recent strength here.

Ryan Hicke: Sure, Alex. It’s Ryan here. Thanks for the question. I think we’ll turn that one to Phil. And then, Phil, if you want to kind of unpack them in a couple of different ways, we can add on.

Phil McCabe: All right, that sounds great. Thank you for the question. A couple of quick highlights. So by every measure, we had a phenomenal quarter. We won 2 of the largest and most complex alternative managers in the entire industry. It was an extremely competitive bake-off that lasted over a period of a full year. Both of those managers who are moving from in-sourcing to outsourcing, one of them is in the top 5 globally and the other is in the top 15 globally alternative managers. So we believe there’s meaningful room to land and expand, like we always do over the course of the next several years. Both of these clients will be in our top 5.

But these deals are in addition to what we would normally sell on a quarterly basis. So from a pipeline perspective, we’re really strong. We are supported by the enterprise mindset from Ryan and Michael and Sanjay, we’re all out in the market selling together and we’re probably talking to 20 of the top 50 alternative managers right now. So we expect sales events to continue to trend up year-over-year. And one last fun fact. We’re actually now we are the third largest fund administrator in North America. So we’re moving up the league tables. Ryan, anything to add? Anything I missed?

Ryan Hicke: No. I think you nailed it. I think the appetite for outsourcing increases literally daily and the more effective we have been in helping our firms deploy capital in different areas for their growth acceleration, it has just increased the partnership and deepened our relationship. So as you said, I think if you’re looking, Alex, from kind of an average quarterly basis of sales, we would expect those numbers to continue to grow. Some quarters will be a little bit lumpier than others based on size of deals and timing, but the pipeline and the market and our positioning in this space is extremely strong.

Alex Kramm: Okay. And then maybe staying on the same topic, and you already addressed this somewhat proactively in terms of what’s going on in private credit and private equity right now. But maybe we can go a little bit deeper there and not to lead the witness here too much, but we’ve seen in the past, for example, during the financial crisis on the hedge fund side, in particular, and made off, there was a lot of outsourcing demand that already all of a sudden came out of some of that stress and some scrutiny around that space.

So again, not trying to paint to rosy of a picture here, but just curious how the discussions have changed given what’s going on? Do you think this could actually be maybe an accelerant to saying, “Hey we need to open the kimono a little bit, and this will be maybe one of the ways to do it.” So yes, just curious about what you’re hearing live?

Phil McCabe: So just to answer that real quick, this is Phil, the 3 of our largest clients are looking at launching flagship products this year. So we’re not seeing any slowdown in demand, especially on the institutional side. And I do think as if the market was ever to get a little bit more interesting or challenged, we’re playing in the very, very large end of the market, and these clients are really, really good at what they do.

So — and I know in the script, Sean said that we’re a little lighter on the retail side of the market, but we expect that to pick up when we launch our registered transfer agency solution over the course of the next couple of months.

Ryan Hicke: I think it’s also really important to distinguish, when we talk about this business, 70% of IMS is driven by exposure to alternatives and 25% of that 70% is private credit.

Operator: Ladies and gentlemen please standby. All right we’ll move on to the next person. Our next question person — our next question comes the line of Jeff Schmitt with William Blair.

Jeffrey Schmitt: So in private banks, I know the margin can jump around, but it was up to 21% in the quarter. Professional Services growth is obviously helping. But how much of that was driven by the reduction in the workforce? Or were there any other onetime items that were in there?

Ryan Hicke: So Jeff, can you hear me? It’s Ryan.

Jeffrey Schmitt: Yes, I can.

Ryan Hicke: Okay. So I’ll open up here for Sanjay. The reduction in workforce had little to no impact really specifically in banking. That was across the enterprise. That really was part of a Q4 initiative as we talked about. I mean, Sanjay can talk about, I mean, the execution against the 5 specific things that we discussed in New York in September, and we’ve been talking about the last couple of years, he literally continues to execute against that quarter-over-quarter. But Sanjay, do you want to highlight some of the specific things that drove kind of the increased margin this quarter?

Sanjay Sharma: Yes, absolutely. That’s a clearly good question. If you look at the 5 pillar strategy we talked about on September 18, 2025, 2 of those 4 pillars were Professional Services, was one of them. And then second was how we’re going to market with the new logos. Professional Services events, we have significant events in third quarter and fourth quarter, and as you could see that our revenue realization is much faster for those kind of deals. And in Q1, that’s a good reflection that, yes, we sold new Professional Services in third quarter, fourth quarter, and we realized that. And that is one dimension of it.

Second is we are very judicious how we’re going to market and the new contracts we are signing, they are coming with a higher margin. So it’s a combination of those. Thus, of course, our GCC initiative is playing big role here. We are leveraging GCC. We talked about be judicious about our Software-as-a-Service expenses. So when you combine all those things together, you would see that — and you will see in the coming quarters as well. We are continuously making progress on all those 5 pillars.

Jeffrey Schmitt: Okay. Great. And then it sounds like transaction multiples for RIAs have been on the rise. Is that the case? Are you seeing that in the market? And do you think that would be — do you see that as being a hindrance for your roll-up strategy for Stratos? Or are there still good opportunities out there?

Ryan Hicke: Michael, did you hear the question?

Michael Lane: I didn’t.

Ryan Hicke: Jeff said, it seems like EBITDA multiples are rising for RIAs or IBD roll-ups. Do we think that’s impairing our strategy with Stratos and their M&A strategy?

Michael Lane: No, not at all. We do see that the multiples on the high end definitely have been increasing. And if you look at the scaled firms, there was a report recently came out that the typical multiple would be between 22 and 24. And remember, we acquired Stratos that are much less multiple than that. And so you do see it at the very high end in the scale players.

But when you go into the marketplace where you’re looking at the $100 million RIAs up to about $1 billion RIAs, you still have a very reasonable multiple arbitrage opportunity between what you buy them at versus what they would then reprice at when they become part of the scale player. So we’re not seeing any slowdown at all right now.

Operator: Our next question comes from the line of Crispin Love with Piper Sandler.

Crispin Love: I had some feedback issues earlier in the call. Just one follow-up on the IMS sales wins, you mentioned 2 of the largest and most complex alts being part of those wins. Can you discuss any concentration on the wins in the quarter? I mean how much of the $51 million came from those 2 or just any other concentrations worth calling out from the sales?

Phil McCabe: I can take it. Crispin, this is Phil. Those 2 deals were less than 50% of the concentration for the quarter. So not even — and we expect a lot more later.

Crispin Love: Perfect. And then just on margins, 32% core margins in the quarter, commentary seems to be very positive. Can you just discuss the outlook for margins still expecting — are you still expecting high 20s range? Or could there be a new run rate here, maybe high 20s to low 30s. And then just if there’s anything onetime that impacted the core margin in the first quarter that’s out of the ordinary?

Sean Denham: Crispin, it’s Sean. Thanks for the question. So the main driver for overall margin improvement really just the fact that revenue growth is up 2%. We’re doing a much better job of managing our expense. We had nice sequential improvements in PB and institutional but primarily, it was driven from revenue growth. And so as we have large or improvement in revenue and sales and revenue growth, we expect margins to improve. So our fixed costs are pretty well fixed. There are some variable costs. But for the most part, you’re seeing the appreciation of margin due to revenue.

Operator: Our next question comes from the line of Ryan Kenny with Morgan Stanley.

Ryan Kenny: Can you hear me? .

Ryan Hicke: Yes.

Ryan Kenny: All right. Great. So on the AI theme, you touched on it in the opening remarks a little bit, but can you just dig in a little bit deeper because I think there is a perception in the market that some of the businesses that you operate in, like fund administration maybe could be at risk of disruption or maybe you could see fee rates come down over time if you’re expected to pass on efficiencies that you gain. So could you just dive a little deeper on how you view yourself as more protected from AI disintermediation?

Ryan Hicke: Yes. I mean, we’ll answer that in a few ways. Ryan, I hope you’re doing well, and then I think Sneha’s in the room if she wants to provide some color. I mean, the second half of your question, I think we really need to also continue to focus on continued productivity and efficiency through leveraging technology and process engineering has always been part of our strategy and has always been part of how we pass on and maintain margin expansion or pricing levels relative to the competitive market. So AI will definitely be a bit of an accelerant to that.

But if you think about how we’re looking at it right now, and I mentioned this a little bit earlier in the call, we really see this right now as a significant positive for SEI. And we’re not naive. We know that there’s disruptive possibilities out there. But when we look at our ability to provide a full suite of capabilities and platforms to our clients. Our clients are looking to SEI to figure out how to harness these capabilities to expand our services, potentially drive more scale and productivity, so we definitely see it as a positive.

And when you look at the suite of capabilities that we provide, certainly, there will be organizations firms that try to go displace that brick by brick, if you will. And it’s our job to maintain that positioning for that whole wall of our services. But right now, and just Sneha you can weigh in, we’re really excited about what we see. And we definitely are excited, Ryan, around the engagement we have with clients looking to SEI to partner with them around how to harness and drive more growth here.

Sneha Shah: Yes. I’ll just add, Ryan, thank you for that. But I think that there’s 2 elements of this. The one is the ability for us to do more with like the amount of resources that we have, which we’re actively driving. We’ve got AI-enabled employee base, and they’re using it actively in their database jobs. We’re also seeing the way to deliver growth more efficiently. So [ Astil ] is winning, he is doing it without adding more cost, which I think is really helpful, which is why you’re seeing a little bit of a margin expansion.

And then we’re seeing this adaptability of not just us but our client base as they become more efficient and we become more efficient, discovering new areas of growth. And so we’re seeing, for example, in the banking client base a lot of interest in us helping them become more AI native. And so doing work with data cloud and professional services and helping secure their data through our security services. And on the IMS side, we’re seeing a lot of interest to say what additional services can we provide those same clients as their growing that we wouldn’t have done naturally because now AI is making that possible.

So we see it really as a net driver of growth and both for our people and for our businesses and our clients.

Ryan Kenny: And we get the question a lot on fee rate impact from AI. But as you mix shift into areas like alts, could your reported aggregate fee rate actually go up or stable? How should we think about fee rate in the various businesses?

Ryan Hicke: Right now, we’ve seen a tremendous amount of stability in our fee rates, been able to continue to win new business at premium prices and deliver a premium service. So I don’t know, anybody else wants to add anything to that? We just — we haven’t seen yet, Ryan. I mean we’re certainly aware there’s a tremendous amount of change happening in the market. We actually are excited about that. I mean if you think about our cultural posture, and the position that we have around leaning more into accelerating good ideas for good outcomes. That’s just the way we think right now.

I’m full of quotes that Sean likes to listen to, but a ship is safe in the harbor. That’s not what ships were built for. So we are being aggressive with experimentation. We’re being aggressive with innovation, and that’s just the kind of mindset we want to bring here. But right now, specific to your fee rate question, we’re actually really excited about our current position, and we don’t plan to kind of lessen our focus and let that position get diminished or deteriorated? Phil, do you want…

Phil McCabe: From an IMS perspective, we’re not seeing a lot of fee pressure at all. But what we do expect from AI is faster NAVs, higher quality, adjacent markets that we’re getting into. So our clients are expecting that from us. And they’re — again, we’re in the higher end of the market and they just want things better, faster and perfect.

Operator: Our next question comes from the line of Alex Bond with KBW.

Alexander Bond: Another follow-up on the wins in the IMS segment this quarter and just the impact on the margin. In the past, you’ve spoken to the fact that through the onboarding processes for large wins like this, the IMS margin may dip slightly before reaching the full run rate once the implementations are completed. Can you just help us size up the timing and magnitude of these processes or processes on the IMS margin over the next few quarters?

Phil McCabe: Sure. I’d love to. We’re going to convert these clients in a few different tranches over the next year or so. We expect the revenue, it’s going to increase more and more quarter-over-quarter over the next 15 months. From an event perspective, we’re going to continue to land and expand as we always do. This year, revenue and expense will be flattish for those 2 deals, but we’re going to get back to normal margins for those 2 deals in mid-2027, and we’re going to start to see pretty significant revenue in that time frame as well.

Alexander Bond: Got it. Great. That’s very helpful. And then maybe just moving to the Professional Services suite. I think you all also made reference there previously to expanding that offering within other areas of the business like IMS and certainly appreciate the new breakout there this quarter. But can you maybe help us think about the opportunity set within IMS or other areas of business for the Professional Services offering maybe relative to — within private banks where you’ve seen the majority of sales for Professional Services to date. And then also maybe just how sizable the international opportunities for Professional Services given the strength that you all noted there this quarter as well?

Ryan Hicke: Yes, you’re welcome. That’s a great question. So I think if you think about kind of the breadth of the capabilities in Professional Services, some of the things that have the most momentum in demand right now across all the client bases. And some of this is early in some of the segments.

But the AI-enabled data cloud platform is probably one of the most attractive capabilities we have, where we help our clients really harmonize ingest and create business intelligence off of their data sets off of our data cloud platform and Sanjay and his team really pioneered that really in the banking segment, but it absolutely has applicability in Phil’s segment and as well as Michael Lane’s when you’re looking at larger RIAs and also kind of the more enterprise scale organizations. I would say integration services continues to have significant demand.

Sean called that out around kind of truncating if you will, some of the lag time between signing and implementation because we’re taking on more responsibility for other integration services and workflows, if you will, as part of the implementation. And I would say, coming back to, Alex question that Ryan had just asked a couple minutes ago, we’re also starting to see demand for firms that want to think about how do they become more AI-enabled. How do they become an AI-native organization. So there are a variety of ways that we are able to add value from professional services. And we also had a tremendous quarter with our cybersecurity capabilities with SEI Sphere in there as well.

So that’s just some color. I mean, Sanjay you’re a little bit closer to it, especially on the banking side, but also it’s the — Alex’s question around international.

Sanjay Sharma: Yes. So first of all, a great question. I really appreciate asking this question. On Professional Services side, Ryan and Sean, they also called out, but we are engaging with our prospects very early now. And we are changing our playbook a bit rather than just leading with our platform change initiatives. Now we are leading with enterprise capabilities, and that is creating a different growth opportunities for us. I would think about how many banks or institutions are looking for platform change every year, not many, but almost every financial institutions is looking for some professional services so that they can keep pace with the change. And that presents significant opportunity for SEI.

And we are seeing that opportunity not just in here in the U.S. market but in the international market as well. That’s like 1/3 of our Professional Services wins, they came in the U.K. market for last quarter. And we are seeing that momentum building up. And that’s where I’m partnering with Michael Lane and Phil in terms of how we can continue to expand that at the enterprise level.

Operator: Our next question comes from the line of Patrick O’Shaughnessy with Raymond James.

Patrick O’Shaughnessy: Another AI question for you. How are you guys thinking about AI potentially disrupting the wealth management advice industry broadly in terms of disintermediating your clients, whether it’s AI native software or something else?

Ryan Hicke: Michael, do you want to take that one?

Michael Lane: Sure. Good to talk to you, Patrick. So that — it’s interesting. This has been a topic of conversation that dates back 25 years from when the first robo-adviser came to play where they thought that coming out with a robotic advice to offer up the advice for 25 basis points or something in that ballpark that would disrupt the financial adviser business. And what they found over time was that the robo advice marketplace didn’t work. It wasn’t a good B2C. It needed to actually be a B2B fill or a B2C2B or whatever, but it was it didn’t actually do what people expected it to do, which was to take over the financial adviser business.

AI will supplement and make advisers more efficient. It will enable advisers to have I think, a greater ability to serve more clients in a more efficient way. And when you look at the statistics about what’s happening in the wealth marketplace where there’s going to be a shortage of financial advisers, we’re going to need AI in order to be more efficient in the wealth space to serve more people. The demand for advice is increasing, the number of advisers is decreasing. And so we have to actually use AI in the wealth marketplace to serve more. So I don’t see it disintermediating. I’ve been involved in that question for a long, long time.

I think that at the end of the day, when people start to achieve a reasonable amount of wealth, they want to talk to a human being. It will supplement the advice that’s given though.

Patrick O’Shaughnessy: All right. Very helpful. And then institutional investors, it sounds like you guys are incrementally more optimistic there. Can you just give a little bit more color on kind of what sort of sales are in your pipeline there? And also kind of how to think about the fee rate impact as you get those new wins on board?

Ryan Hicke: Institutional investors. Just your view on kind of the pipeline there, fee rates moving forward?

Michael Lane: Yes. The thing that I love about the institutional business that we saw the first quarter, although you saw a negative revenue from the institutional business. It was driven by the fact that we helped — as Sean said, we helped a significant client achieve a funding status that enabled them to derisk the portfolio and take it off to the books. I mean that’s what we do in the institutional business on the defined benefits play is we — if we’re successful, we help firms actually achieve their goals that they can derisk. So largely, the first quarter, the event was a result of a single plan that derisked.

When you look forward, where we’re spending a considerable amount of time and energy is continuing to deepen our penetration in areas where there are demographical shifts that will grow the area of OCIO, for instance, endowment and foundation. With a great wealth transfer, not a portion of those assets that will transfer now the estimates are over $100 trillion. When that $100 trillion continues to transition from generation to generation, a portion of that is going to go to not-for-profits, it’s going to go to foundation. That’s going to grow that part of the business that’s going to result in the need for more outsourcing of investment management. And so we are leading more and more into that space.

And so we feel strongly that over the next few quarters, that the business — our institutional business has growth opportunities. We will start to see a rising pipeline in areas like endowment and foundation, health care, and where we have an occasional defined benefit that derisks like we should be celebrating those wins as helping clients achieve their goals. They’re going to happen once in a while in the DB space. But we feel good about where the market is going, the demographics are going and where we’re positioned as one of the largest OCIO providers.

Operator: Our next question comes from Alex Kramm. We have a follow-up question from him. He’s with UBS.

Alex Kramm: Just a very quick follow-up. I don’t think this has come up, but can you just give a quick view on your integrated cash programs? I mean there’s been a little bit more noise around brokers, investment managers and some of their cash programs and new offerings, some large banks have talked about this like optimizing cash program. So just wondering if you could outline? I know it’s a relatively new program for you over the last few years, but how sticky do you think there is? And if there’s any risk from those assets going out or that cash going out of the door at some point?

Michael Lane: Absolutely. We have been reading the same headlines that you have about a certain large bank who came out and talked about how they were going to be looking to optimize cash across different programs. And so we are very aware of the cash management programs and the pressures on cash management programs, both from what’s happened over the last couple of years — last year in the reduction of interest rates and the reduction of yields to the firms that have these cash management programs. As you said, we — ours is relatively young. It’s only about 2.5 years old. Ours was structured differently than many of the competitors that are being discussed in the media.

Ours was structured as a 1% operational [indiscernible] cash, which was meant to cover operational expenses. It wasn’t a percentage of a portfolio. It wasn’t a percentage of a model. It wasn’t something that was more of a fiduciary percentage of somebody’s portfolio. That’s a huge differentiator. And from our perspective, what’s very different as well is when you look at a lot of the different players in the custody business, their cash positions tend to be significantly higher. The average balance is being up to 4%, whereas if you look at our cash balances with a minimum of 1%, the aggregate in totality is still less than 2% that we tend to see across the entirety of our book.

And when you also then look at because of being a diversified business, the total cash revenue from our suite programs is 3% of the gross revenue of SEI. Even in the Advisor business, it’s still only 12% of the total revenues. And so from our perspective, yes, there is pressure that will come on those. It’s not new. There are several companies out there that already have cash optimization programs. where they will take anything above the minimum required to be held and they’ll sweep that into higher-yielding investments. So that’s existed for years.

I think we got a lot of news out of that because there was a large bank that came out and said they were going to use that. I think because AI was put in front of it, also signals something. But at the end of the day, it’s been algorithmic for quite a while, and we haven’t seen any impact on that.

Operator: Thank you. Ladies and gentlemen, I’m showing no further questions in the queue. I would now like to turn the call back over to Ryan for closing remarks.

Ryan Hicke: Thank you again for the discussion today. We appreciate and we are encouraged by the execution and progress we’ve seen early in the year. Have a great evening.

Operator: Ladies and gentlemen, that concludes today’s conference call. Thank you for your participation. You may now disconnect.

Credit risk transfers earn bipartisan praise



  • Key insight: Republicans and Democrats alike touted the ability of credit risk transfers to spread risk around the financial system during a hearing Wednesday, with lawmakers especially supporting the tool’s utility in housing finance and for Fannie Mae and Freddie Mac. 
  • Forward look: No specific legislation was under consideration during the hearing, but lawmakers’ discussions suggest that Democrats are unlikely to make the instruments a top priority for scrutiny if they retake either chamber of Congress in the 2026 midterms. 
  • What’s at stake: Banks use credit risk transfers to move risk off their books while retaining underlying assets. 

WASHINGTON — Credit risk transfers, a financial instrument banks use to move risk off their balance sheets, received broad bipartisan support in a public hearing despite some concerns that the instruments could spread financial contagion. 

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At a House Financial Services Committee meeting, both Republican and Democratic lawmakers touted the benefits of credit risk transfers and reinsurance in the housing market, particularly as a tool at Fannie Mae and Freddie Mac. 

“CRT, if used properly, will help redistribute some of the risk on the GSEs’ books to other financial actors, lessening the burden on the Enterprises themselves,” said Rep. Mike Flood, R-Neb., chair of the subcommittee on housing and insurance. “For those of us that are interested in lessening the taxpayers’ potential liability from Fannie Mae and Freddie Mac, CRT is a tool that can help meet that goal.”

While the hearing was primarily about the instruments’ use in the housing market, the lack of partisan gridlock was nonetheless notable, suggesting that reining in the instruments may not be a top priority for Democratic lawmakers if they retake either the House or Senate in this year’s midterm elections.

“CRT’s, can offer benefits to our housing finance system,” said Rep. Maxine Waters, D-Calif., the ranking member of the full House Financial Services Committee. “They can provide insight about market perceptions of the default risk of the housing portfolios of Fannie Mae and Freddie Mac, and may allow private capital to help absorb losses. But to be clear, CRTs will never replace the role of the federal government in housing finance.” 

Credit risk transfers, sometimes known as synthetic risk transfers, are used by banks to push risk off their books without removing the underlying assets. They’ve come under some pressure from some corners of Washington — notably from Sen. Jack Reed, D-R.I. — but have nonetheless slid mostly under the radar. 

That broad bipartisan support is a good sign for banks, because the tools have become increasingly common and could represent a political liability if they were more controversial.  

Banks have for years used credit risk transfers, but they became especially popular in the U.S. in 2023 when it looked like regulators would boost capital requirements. While that concern is waning, banks still use the instruments for loans under heightened supervisory scrutiny under the regulatory microscope, such as commercial real estate loans. Fannie and Freddie use credit risk transfers to shift a portion of the mortgage default risk on single-family loans from their balance sheets to private investors. 

Many market watchers, however, aren’t happy with the way that credit risk transfers have become more popular. 

“The eventual credit cycle turn is likely to show again that weaker banks’ CRT use merely transformed but did not eliminate risk,” said Jill Cetina, a finance professor at Texas A&M University, in an American Banker op-ed

Sheila Bair, a former chair of the Federal Deposit Insurance Corp, has also taken aim at the instruments. 

“This issue takes on heightened urgency as so much credit intermediation has migrated to the nonbank sector,” she wrote in 2023. “Should we have a recession next year — a real possibility — escalating credit losses here could seriously disrupt the flow of credit to the real economy. And again, if regulated banks have lowered their capital through credit risk transfer, they will be in a weakened position to take up the slack.” 



Katie Mae Miller and Chelsea Cloud appointed VPs within marketing division at AEG Presents


AEG Presents has named two new Vice Presidents within its marketing division, promoting Katie Mae Miller and hiring Chelsea Cloud to newly expanded leadership roles.

Miller has been appointed VP, Integrated Marketing, AEG Regions, and will be based in Atlanta. Cloud joins as VP, Integrated Marketing at Goldenvoice, based in Los Angeles.

Both executives report to Victoria Torchia, SVP of Marketing & Digital Strategy at AEG Presents.

“Katie Mae and Chelsea are both highly respected marketing leaders with a deep understanding of how to connect artists, brands, and fans in meaningful ways,” said Torchia. “Their experience and perspective will be instrumental as we continue to evolve our integrated marketing capabilities and support the growth of our global business.”

“Their experience and perspective will be instrumental as we continue to evolve our integrated marketing capabilities and support the growth of our global business.”

Victoria Torchia

Cloud joins AEG Presents from Universal Music Group, where she served as VP of Global Brand Partnerships. In her new role at Goldenvoice — the AEG-owned promoter behind the Coachella Valley Music & Arts Festival and Stagecoach — she will lead brand strategy and integrated marketing efforts, overseeing campaigns designed to support ticket sales, revenue growth, and audience engagement, with an emphasis on cross-platform content and brand partnerships.

AEG Presents said Cloud brings “nearly two decades of music industry expertise,” and that her portfolio at UMG included campaigns such as Ludacris x Android, Jon Batiste x Lincoln Motors, The Rolling Stones x Keurig, and American AirlinesFly to the Beat featuring Juanes. She also worked on American Eagle OutfittersAE x ME platform, spotlighting artists including Lewis Capaldi, Bea Miller, Bibi Bourelly, Jade Bird, and Trinidad Cardona.

“Joining Goldenvoice feels like a natural evolution of my career and a meaningful return to my roots in Los Angeles,” said Cloud. “Having grown up attending shows at their iconic venues, I’ve seen the brand’s unique ability to connect with audiences. I am eager to leverage my background at UMG to champion creative, data-driven strategies that amplify our market presence and continue to elevate the live music experience.”

“I am eager to leverage my background at UMG to champion creative, data-driven strategies that amplify our market presence and continue to elevate the live music experience.”

Chelsea Cloud

Miller, meanwhile, has been promoted from within the AEG Presents network, having previously served as Senior Director of Integrated Marketing at Zero Mile Presents, a subsidiary of AEG Presents.

“I’m incredibly excited to keep building on what makes this work so special — bringing artists, brands, and fans together in meaningful ways.”

Katie Mae Miller

With more than a decade of senior marketing leadership experience, she will, in her new role, oversee regional marketing performance across North America, focusing on developing talent, strengthening operations, and implementing data-driven strategies aimed at driving fan engagement and ticket sales, according to the company.

About the appointment, Miller said: “I’m incredibly excited to keep building on what makes this work so special — bringing artists, brands, and fans together in meaningful ways. We have an incredible team in the regional offices, and I’m genuinely excited about what we’re creating and where we can take it next.”


The Cloud and Miller appointments follow a run of senior marketing hires and promotions at AEG Presents over the past year.

In January, the company expanded its Global Touring division, appointing Ryan Erickson as Senior Director of Marketing and Emily Harenza as Director of Digital Marketing, while promoting Caleb Merrell and Laurel Hilburn to Senior Tour Directors. In February, John Langford was promoted to President, Asia-Pacific, at AEG International.

Earlier, in May 2025, Joe Jaeger was elevated to VP, Integrated Marketing and Strategy, within AEG’s Global Partnerships division.

Elsewhere, AEG has also reported strong growth in its venue operations. In late 2025, the company said London’s O2 Arena hosted a record 239 performances, up 19% year-on-year, with ticket sales rising 11.4% to 2.9 millionAEG Presents UK has also opened the booking diary at its new 3,800-capacity venue at Olympia London, British Airways ARC.

AEG Presents operates across five continents and promotes global tours for artists including Justin Bieber, Zach Bryan, Sabrina Carpenter, Kenny Chesney, Luke Combs, Celine Dion, Elton John, Carin León, Paul McCartney, The Rolling Stones, Ed Sheeran, Taylor Swift, and Tyler, The Creator, according to the company.

Its network of promoters includes The Bowery Presents, Cárdenas Marketing Network, Concerts West, Frontier Touring, Goldenvoice, Marshall Arts, MCT Agentur, Messina Touring Group, PromoWest Productions, and Zero Mile Presents. Its festival portfolio includes Coachella, the New Orleans Jazz & Heritage Festival, British Summer Time at Hyde Park, Stagecoach, Electric Forest, Rock En Seine, and All Points East.Music Business Worldwide

why payment choice matters for disabled people – Bank Underground


Lily Smith

Research on payment preferences in the UK has rarely explored how preferences and experiences vary by disability type, often treating disabled people as a homogenous group. Recent Bank of England research addresses this gap by focusing on the payment preferences and behaviours of different disability types and shows that, for disabled people, payment choice is crucial for reducing stress, building confidence, and supporting independence.

In 2025, the Bank of England conducted research featuring a quantitative online survey with 2,074 disabled individuals and eight online focus groups, both split by disability type. Respondents were asked about their payment preferences, reasons for these preferences, and the specific barriers they face when making payments.

The quantitative sample was distributed across disability type as follows: 34% physical, 5% visual, 14% hearing, 41% mental health, 9% social or behavioural, 4% memory, 4% learning, and 33% other.

The results were supplemented by qualitative, online interviews with 45 respondents across eight focus group sessions. These sessions provided insight on the lived experiences of disabled people and added context to the quantitative survey data, exploring why they have certain payment preferences. The survey met demographic quotas for age, gender, ethnicity, region, education, income level, and employment status, so the results are broadly reflective of the attitudes of disabled people towards different payment methods.

Preference for stress-free payment

The research shows that across all disability types, payment choices are largely driven by a desire to reduce stress, both at the point of transaction and in social situations. The extra physical and mental effort required for daily payment tasks drives a strong incentive to choose the payment option which minimises stress, preserves mental and physical energy, and maintains autonomy.

Contactless payment methods are used most frequently across all subgroups of disability, with 72% regularly using contactless or mobile payments. Cash transactions can be perceived as inconvenient or stressful in comparison, with 44% of disabled people using cash regularly.

Some respondents raised concerns about how hygienic cash is, noting that a quick tap of your card or mobile feels far more reassuring than handling notes and coins. Those with reduced mobility specifically cited a preference for contactless to avoid struggling with coins and cards, which can be stressful, particularly when a queue is building behind them.

’I’m really bad with coins… I’ll get tremors, so I triple quadruple count because I can’t trust that I’m counting correctly.’ – Male with mobility impairment.

Cash still counts

Despite the widespread use of digital payments, cash is the favoured choice for some disabled people for small, spontaneous transactions such as paying tradespeople or gifting money to others.

Cash is sometimes preferred to simplify or increase trust in a transaction. As shown in Chart 1, 32% feel that cash is safer than digital payments due to a lower risk of scams or fraud. 37% of respondents like to use cash for budgeting, helping disabled people manage their spending and reduce worries related to overspending.

Cash also holds emotional significance with 53% of respondents who ‘just like using it’. In an increasingly digital world, its tangibility provides a sense of comfort and familiarity.

Simply carrying cash can also provide reassurance in the case of digital payment methods failing. For example, during a 2025 cyberattack, cash was the only available payment method at a major retailer. Particularly for people experiencing mental health issues, carrying cash helps to mitigate stress when being confronted with unexpected, cash-only situations. Several respondents reported carrying cash as a backup because the hypothetical prospect of payment issues is a stress trigger, even if they had no intention to use that cash. 2025 research by the UK’s main ATM network operator, LINK, similarly highlights that 89% of people think that cash is an important payment option in case digital payment methods are not working.

‘I carry all three [cash, card, mobile]… so I’ve got an option. Otherwise, that just sets me on a complete panic mode.’ – Male with mental health condition.


Chart 1: Responses to the survey question: What are your main reasons for using cash?

Source: Bank of England 2025 survey with disabled people. Base: 2,000 UK disabled adults.


However, the ability to use and access cash does not mean that it is a stress-free process. 67% of disabled people can access cash when they need to, but the process of obtaining cash can still be a major stress trigger. For example, crowds or lack of privacy when withdrawing cash can heighten anxiety. Respondents communicated safety concerns surrounding fear of theft. The vulnerability of street-based ATMs was cited as a particular challenge by women and younger disabled people.

‘I don’t like to be accessing my bank account when there’s a lot of people around me…. I always worry about who’s looking over me or who’s watching around me.‘ – Female with cognitive/learning disability.

Different disabilities, different difficulties

Payment difficulties vary by disability type, as shown by Chart 2. On the one hand, some groups struggle more with digital payments, namely those with memory impairments or learning disabilities. On the other hand, those with social, behavioural or visual disabilities find cash more challenging. This reinforces the importance of payment choice.


Chart 2: Responses to the survey question: Which payment method, if any, causes you the most difficulty?

Source: Bank of England 2025 survey with disabled people. Base: 2,000 UK disabled adults. Note that categories do not sum to 100% as responses ‘All about the same’, ‘I don’t have any difficulties’, and ‘Don’t know’ are excluded from this chart.


How do different challenges manifest across different disabilities? Wheelchair users noted struggles with reaching payment terminals or ATMs. Those with dexterity issues struggle more often with handling coins or entering PINs. Poor tactile features on touchscreens or cards can be particularly difficult for those who are visually impaired. Visually impaired respondents also raised worries with distinguishing between different denominations of banknotes.

There is also procedural fatigue for those with memory impairments when remembering PINs, and neurodivergent traits can make the payment process overwhelming due to sensory or information overload.

Environment matters too. Many people with mental health conditions prefer self-service checkouts to avoid social interaction and queues. However, some feel safer with in-person assistance, valuing personal safety and support. Busy environments intensify stress for vulnerable groups, with 10% feeling anxious due to busy, noisy, or overwhelming environments during payment (Chart 3). Those with social or behavioural disabilities, mental health conditions, and memory impairments are most affected by anxiety in busy payment settings.

Respondents across all groups highlighted how bank branch and ATM closures have increased the need for rural travel and advanced travel planning. Disabled people are also wary of scenarios that would force them to rely on others, reducing both their confidence and independence.

However, Chart 3 exhibits that lack of payment choice is the most common payment barrier for disabled people. 21% of respondents experienced shops and services that will not accept cash, and 17% encountered a payment service or ATM that was out of order. When preferred payment options are not available, disabled people change plans, avoid shops, or feel less independent. This restriction creates both practical challenges and heightened stress.


Chart 3: Responses to the survey question: In the past 12 months, have you experienced any difficulties with the following when making payments?

Source: Bank of England 2025 survey with disabled people. Base: 2,000 UK disabled adults.


Focus group participants expressed a general perception that cash is becoming less accepted. Indeed, 16% of those surveyed say that reduced cash acceptance would have a large impact on their day-to-day life. If cash became harder to use or access in the future, 22% would find it harder to manage their money, 16% would feel less independent, 13% would go out less often, and 9% would feel left out or more isolated.

Suggested solutions

Survey respondents provided us with some disability-specific solutions to the barriers that each subgroup face. Suggestions included lower ATM and payment terminal height for improved accessibility, improved tactile features on banknotes and payment devices, and better audio controls. They advocate for improved training of customer-facing staff and recommend an increase in indoor or private ATMs, for example, inside old phone boxes. Each of these solutions could contribute to a less stressful payment experience overall.

These solutions also highlight how a universal approach risks leaving the needs of particular groups unmet. There was a general consensus from those surveyed that industry should offer tailored, flexible support options across all payment channels, matching specific disability needs to relevant solutions, enabling true financial inclusion.

Freedom of choice

Payment choice is fundamental for disabled people. Even those who rarely use cash themselves like to have the option and are passionate about retaining the choice to use it, particularly as a reassuring backup if other payment methods become unavailable.

When the ability to choose between payment methods is absent, it is felt to erode independence and confidence, and heighten stress and anxiety in turn.

Choice, in itself, acts as an important stress reducer for disabled people whose choices can already be limited in many aspects of their lives. Mobility impairments, for example, reduce a person’s choice of where they go and how they get there. For this reason, maintaining choice of payment options is essential for peace of mind and wider financial inclusion.

Wider perspective

Some of the issues raised by respondents to this survey, such as anxiety about queuing or challenges with budgeting, are of course not unique to disabled people and may also be experienced by non-disabled people. However, wider research shows that disabled people are more likely to feel these stresses more regularly or severely.

As the government’s recent Financial Inclusion Strategy notes, ‘no single organisation can deliver financial inclusion alone’. The Bank of England has oversight and regulatory powers to ensure that the UK’s wholesale cash distribution infrastructure remains effective, resilient, and sustainable. However, the Bank does not set industry standards relating to access to cash or payment services. The Government sets direction on domestic financial inclusion, while the Financial Conduct Authority ensures consumers are protected in their interaction with firms. These responsibilities are complemented by the 2010 Equality Act, which places a legal duty on service providers to make reasonable adjustments so that disabled people are not placed at a substantial disadvantage when accessing goods and services, including payment methods.


Lily Smith works in the Bank’s Future of Money Division.

If you want to get in touch, please email us at bankunderground@bankofengland.co.uk or leave a comment below.

Comments will only appear once approved by a moderator, and are only published where a full name is supplied. Bank Underground is a blog for Bank of England staff to share views that challenge – or support – prevailing policy orthodoxies. The views expressed here are those of the authors, and are not necessarily those of the Bank of England, or its policy committees.

When Will The Next Recession Hit? #finance #economy #wealth



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Sweeping Zoning Reforms Presents Opportunities For Multifamily Investments


With the affordability crisis stinging American pocketbooks and small landlords struggling to maintain cash flow amid high interest rates and property prices, the push for more housing is gaining traction on both sides of the aisle.

This has resulted in a quiet revolution amongst lawmakers, who have proposed sweeping zoning changes across 21 states that could enable roughly 173,000 additional homes every year, according to a new report by the American Enterprise Institute.

“Things are getting worse, and that’s why states are stepping in,” the report’s author, Ed Pinto, told Homes.com. “When you require half-acre lots where they’re not needed, you’re keeping people from owning a home.”

The proposals cover all residential housing types from condos to small multifamily properties, creating opportunities for owner-occupant and mom-and-pop investors alike.

Increased Housing Shortage and Zoning Reform: The Ideal Couple

Last week, White House economists stated that the country was short by 10 million homes, far exceeding previous estimates. The housing shortage has driven up rents, while higher interest rates and construction costs have deterred sellers from listing their homes and builders from building new properties.

The new proposals aim to add the so-called “missing middle”-type properties to the housing equation, which, according to a 2023 op-ed in the New York Daily News, republished on the AEI website, “includes two- and three-family homes which young families can afford through rental income that helps pay the mortgage. It should include ‘accessory dwelling units’—the ‘granny flats’ which allow older homeowners to move to a smaller place while staying in the town they know. The garages of raised ranch homes can become new apartments.”

In Connecticut, a new bill under consideration, nicknamed the “Golden Girls bill” after the classic 1980s sitcom, would let homeowners rent up to three bedrooms in their single-family homes without requiring local government approval. It’s aimed at empty nesters or older people who are looking to utilize their homes better.

The conversion of single-family homes to duplexes, triplexes, or townhomes, and the legalization of the construction of small multifamily homes where single-family zoning previously prevailed, represent a huge game changer for investors—the opportunity to “supersize” their rental portfolios without having to find new properties.

Following Minneapolis’ Example

Changing zoning laws to allow more housing is hardly a novel concept. Minneapolis was a pioneer, allowing greater downtown and transit corridor density, eliminating parking requirements, and enabling accessory dwelling unit (ADU) construction. One headline-grabbing change was ending single-family zoning, allowing two- and three-unit homes to be built in every neighborhood.

Alex Horowitz, director of housing policy initiatives at Pew, told NPR in 2024, after the changes were implemented:

“We saw Minneapolis add 12% to its housing stock in just that five-year period [between 2017 and 2022], far more than other cities. The zoning reforms made apartments feasible. They made them less expensive to build. And they were saying yes when builders submitted applications to build apartment buildings. So they got a lot of new housing in a short period of time.”

Minneapolis’ success was quickly followed by Oregon in 2019 and California in the early 2020s.

The Play for Real Estate Investors

More units mean greater potential for profits. Depending on the jurisdiction, owners of single-family dwellings now have the option to either convert them into small multi-unit apartment buildings by adding kitchens and bathrooms or to add ADUs.

Additionally, rezoning a lot from single-family to multifamily increases land value, resulting in a windfall gain for the owner.

Investors looking for cash-flow opportunities can now target larger, older single-family homes with an eye toward renovating them and converting them into multi-unit homes. For example, in areas that allow ADUs and additional units, a large three-story house with room for an ADU could potentially be transformed into four separate units. Thus, purchasing four such properties could result in 16 units of cash flow, exponentially increasing profits.

Red Tape Still Exists

Although zoning changes represent a big breakthrough for owner-occupants looking to offset their housing costs and investors looking to maximize cash flow, as this op-ed from Governing.com explains, permits and approvals still fall to city building departments, and bottlenecks are common.

“Zoning reform is real, widespread, and necessary—but not sufficient on its own,” author Deborah Myerson, founder and principal of Myerson Consulting, writes. “The question is no longer whether a jurisdiction has reformed its zoning code. It’s whether those reforms are actually producing more housing.”

An Investment Gold Rush Has Residents Worried

The NIMBY movement (Not In My Back Yard) has been characterized as consisting of affluent homeowners in single-family-zoned areas who are vocally resistant to zoning changes that would allow greater housing density, including multifamily housing, to encroach on their neighborhoods and devalue their property. In many cases, prominent politicians have jumped into the fray.

“It would erode local control, diminish community input on planning and zoning, and disproportionately impact low-resource neighborhoods,” Calmatters reported Los Angeles Mayor Karen Bass as saying when urging California Governor Gavin Newsom to veto California’s zoning changes to boost housing.

ADUs are thought to be a part of 20% of all new California home construction. To date, state laws have enabled the construction of over 35,000 new ADUs since 2016. However, local homeowner groups have complained that mandating higher housing levels would reshape suburban-style neighborhoods.

The Cost of Scaling Up for Investors

For many investors, scaling their portfolio with ADUs comes down to one main question: How much does it cost? According to lender CIVIC, typical ADUs cost between $180,000 and over $300,000, depending on location. The easiest way to finance them, if you don’t have the cash, is to use the equity in your home or investment and take out a loan or line of credit.

Loans for non-owner-occupied ADUs can be difficult to arrange with traditional lenders, according to CIVIC, though LoopNet notes that ADUs can also be financed through FHA renovation loans, portfolio loans, and commercial real estate (CRE) loans.

Final Thoughts

Adding units sounds good in theory, but as with any construction project, overruns can be costly, especially when structural changes and new plumbing are factored in. Landlords will have to make a calculation based on potential cash flow versus the cost of construction and tax benefits.

Building an ADU into a preexisting structure, such as a garage or a basement conversion, is generally cheaper to build but may not generate as much rental income or appreciation as a completely detached ADU.

Currently, as new zoning laws are being implemented, there still seems to be a disconnect in some circumstances between state ADU laws and local zoning restrictions. If you plan to build an ADU, ensuring everyone is on the same page before the first nail is hammered is imperative to keeping costs down.

Targeted Spending Offers for Hilton Cards, Earn Up to 136K Extra Points


Spending Offers for Hilton Cards

American Express is targeting many Hilton credit cardholders with Amex Offers that can earn you extra points on all purchases. These offers are showing up on personal and business cards, and can vary from one account to the other. Check out the details below.

Offer Details

Eligible American Express cards earn additional Hilton Honors Bonus Points by using your enrolled eligible Card to spend a minimum amount one or more qualifying purchases. Once you add the offer to your eligible Card, you will have 90 days to spend the requirement amount. You can earn the bonus points up to 3 times during the offer period. Here are some of the offers that I have seen so far:

  • Spend $4,500+, Get 8,500 Bonus Points. Up to 3 times.
  • Spend $5,500+, Get 15,500 Bonus Points. Up to 3 times.
  • Spend $15,500+, Get 45,500 Bonus Points. Up to 3 times.

Important Terms

  • Enrollment limited.
  • Offer ends 12/31/2026.
  • Once you add the offer to your Hilton Honors American Express Card, you will have 90 days to redeem.
  • A “qualifying purchase” means a purchase made with your enrolled Card within 90 days upon adding the offer to your Card in accordance with these terms.
  • Valid only on purchases made in US dollars.
  • Cash advances, other fees and charges such as interest, annual fees and foreign currency conversion fees are not qualifying purchases and do not qualify for this offer.
  • The enrolled Card account must be active, not be past due, canceled or have a returned payment outstanding to receive additional Hilton Honors Bonus Points.
  • These additional Hilton Honors Bonus Points are in addition to any Hilton Honors Bonus Points you would normally receive for purchases on your Card under the terms of the Hilton Honors program account, but the number of additional Hilton Honors Bonus Points you receive will be based on the purchase price after any credit or other discount is applied.

Guru’s Wrap-up

With the best offers available, you can earn an approximately extra 3X Hilton points for all your purchases. But the offers vary from one account to the other and you might even have offers that are not listed here.

These offers might be worth considering even if you don’t have one of the better versions. If you already plan on spending on Hilton cards, for a welcome bonus or a free night, then these offers can get you extra points with no extra effort. It gets even better if you’re spending on bonus categories that already earn a higher rate.

We also saw similar offers going out for Membership Rewards earning credit cards, so don’t forget to check your accounts. Let me know if you have an even better offer, or a laughable one!

HT: Frequent Miler

Making the Shift from Individual Contributor to Leader


ALISON BEARD: Welcome to HBR On Leadership. I’m HBR Executive Editor Alison Beard. On this show, we share case studies and conversations with the world’s top business and management experts, hand-selected to help you unlock the best in those around you. We carefully curate this feed from across the HBR portfolio, aiming to help you unlock your next level of leadership.

I hope you enjoy the episode.

AMY BERNSTEIN: You’re listening to Women at Work from Harvard Business Review. I’m Amy Bernstein.

AMY GALLO: I’m Amy Gallo.

NICOLE TORRES: And I’m Nicole Torres. Making the transition from being one of many on a team, an individual contributor, a follower, however you like to think of that role, to being a leader, is a process. It’s a process of not just convincing other people to see us as leaders, but also of convincing ourselves that we can and should lead. This episode, we are going to be exploring this process of becoming a leader, including the soul searching that women in particular often have to do to get there.

AMY GALLO: Our guests are experts on leadership development and friends of the show. You might remember Muriel Wilkins from our episode on visibility and Amy Su from our episode on claiming credit. They founded the executive coaching firm Paravis Partners and wrote a book together called Own The Room. And Amy Su just came out with a new book, The Leader You Want to Be. Amy and Muriel. Thank you so much for joining us.

MURIEL WILKINS: Thank you.

AMY SU: It’s great to be here.

AMY GALLO:  Do you remember the first time that you were being seen as a leader? But like the moment you realized, oh, actually other people see me as a leader.

MURIEL WILKINS: It was my first supervisory job, which looking back now, I was thrusted into this role and having to supervise individuals who are far more experienced than I was. And while I knew that I was there as a supervisor and as a manager, I certainly didn’t see myself as a leader, but everybody else did. And it took a couple of, a couple of big fails for me to step into the leadership role and recognize that it was much more than just making sure that people were doing what they were supposed to be doing. So I do remember it. And now in hindsight, probably a little bit more painfully than I’d like to.

AMY GALLO: How about you, Amy Su?

AMY GALLO: There was a day when I had really lost it on somebody who worked with me. And, you know, later when I debriefed with that person and you realized how much you were able to cause a bad day for somebody else. There’s just this moment that wow, you know, perhaps I’m a leader now and my temperament and mood and state of being is actually going to impact the way others feel.

AMY GALLO: Right. That ripple effect. It sounds like for both of you, it was not very positive. And as we’ve been discussing this topic, we’ve talked about how it’s a bit like an awkward growth spurt to go from someone who’s an individual contributor focused on learning, absorbing, to someone who is now seen as a leader. I’m curious if that’s how you think of it in your writing and your work with coaching clients. Is this sort of an awkward phase? An exciting phase? How do you characterize it?

MURIEL WILKINS: Yeah, I, you know, I never quite thought of it as awkward, but certainly an uncomfortable phase, which as we all know, that’s where most of the growth happens. And it’s hard because on the one hand, you want to go back to what you were comfortable with and what, what has made you successful up until now. And on the other hand, you know, that you can step into the role that you’re currently in the potential that you have. So certainly uncomfortable can definitely be awkward. And at the same time, I think one of the inflection points that is really great for growth for anyone.

NICOLE TORRES: So, I see two challenges or two things that make this such an uncomfortable phase. And the first thing is like, do you see yourself as a leader? But then the other challenge is if you see yourself as a leader, but other people do not. So maybe you’ve stepped into a managerial role or maybe you’re leading a project and you see yourself as being the one making decisions, but you don’t necessarily feel like other people perceive you as that leader. Do you see those two challenges play out?

AMY SU: Nicole, I think, both sides of that equation Muriel and I have definitely seen. Where there’s both your own shift internally around realizing that you are a leader and that you are bringing a different business judgment and a different set of decision-making skills to the table. And at the same time, as you mentioned, it’s also interesting to see how perception follows along with that. And I think in our coaching work, we’ve always seen that the internal shift often happens sooner, quicker, with a greater pronouncement than perhaps how others view you.

AMY GALLO: Let’s take each of those in turn. Cause I think the internal one, while it may happen quicker, it seems really for many people, especially women, hard to make that leap. And I’m curious when you coach clients who are making that leap, what are the major obstacles and how do you help them get there?

MURIEL WILKINS: In anything, right? The internal pieces, the harder part. And I think with clients, one of the big things they really need to embrace is that being a leader or acting as a leader doesn’t necessarily require the hierarchical position. And so a lot of them wait until they get the promotion, right? Till they’re the vice-president ,until they’re managing a team, assuming that that’s when they need to be quote unquote leaderly, as though it’s like, okay, it’s a rites of passage. We’ve promoted. Now you can wear your leadership hat. Whereas in reality, you should be preparing for this from day one. So a lot of what we have to work with them on is not just the mindset in terms of seeing themselves as a leader. What does that mean? How do they want to lead? How do they want to be known, but also starting to understand that there are some specific skills that help in terms of establishing your leadership, asserting your leadership, primarily around your communication skills, your ability to speak up, your ability to listen, your ability to ask good questions, how you lead your work and drive your work as well as even your physical presence, right? How you hold yourself in a room, in a conversation and can you do it in a way that again makes you feel like you’re a leader and makes others feel like they’re in the presence of a leader as well. So the minute I have a client who says with real conviction that they do want to lead, that’s actually the biggest breakthrough because they have to own it. Once we understand that, then we can work backwards to say, all right. So how do you do this in a way that supports who you are while at the same time being relevant and resonates with those who you need to lead?

NICOLE TORRES: Are there specific examples of things that you tell clients who come to you and they say, I want to lead and you know, you want to send them out and have them practice different styles of leadership. What are some things you tell them to do to establish themselves as leaders? If they don’t have the title that denotes certain responsibility, but they want to start embodying a leader. What do you tell them to do?

AMY SU: I think Nicole, the word embodiments really important that we could tell somebody all we want, that we’re a leader, we’re a leader. Let me tell you I’m a leader. And it’s really about the felt experience of the other person. So for example, you might be somebody who historically asked a lot of questions or asked for advice from others. And so, for example, Nicole, maybe in the past, I would say to you, Hey Nicole, how do you think I should price this proposal? And instead I think in a more leader stance, I might come to you now with what I call the comment and the question where I’m sharing with you, my business judgment first, and then asking a question. So instead I might say, Nicole, I’m thinking we should price this proposal this way. I think it inherently keeps the value of our firm and at the same time mitigates risks on renewals, but I really value your perspective. Do you think I’m missing anything here? So there’s a big difference in when our stance is historically, wow, I don’t have the answers. So I’m going to go ask others and follow versus I’m a leader I’m going to share with you my judgment, but then hold openness to other perspectives.

NICOLE TORRES: I love that.

MURIEL WILKINS: And then if I can add to that, I think if a client is working in a specific organization that has their own model of what it looks like to be an effective leader in that organization at a very practical level, I asked them, do you even know what it means to be an effective leader in this organization? If the answer is no, then they have to go on a little field trip to HR and ask, right? What does the leadership model look like here? Is there one? And usually it’s made up of, you know, eight to 12 skills and we start working on those skills.

AMY GALLO: We probably have people who are listening and saying, I’ve nailed the internal. I know I want to be a leader. I’ve looked at the competencies. I’ve started exhibiting the behavior, but people around me still don’t see me as a leader. Do you have any advice for women in that situation where they feel like they’re pushing to be a leader, but yet they’re not getting the response they want?

AMY GALLO: The word you use there, pushing, really says a lot. I think when we are coming from a place of trying to prove ourself, people can smell that and there’s actually a tremendous amount of insecurity that sits underneath of that. So there’s a distinction for me between I really own my expertise and I understand the business knowledge and skills and experience that I bring to the table. I think that feels very different than when you come to the table with, I need to prove that I’m an expert and I hope they see me as an expert. Somehow folks can smell the difference. And so I think we need to really push ourselves to say is the pressure to prove we’re being an expert, actually getting in the way.

MURIEL WILKINS: I think it’s important to also bring people along, right? Many times individuals are not pushing back on you trying to grow your leadership wings, spread your wings, if you will. It’s that they’re in, they’re not used to it. They’re used to operating with you and experiencing you in the way that you have been. I think that it’s actually really helpful to have a couple of advocates, champions, sponsors, who are excited for you to spread your wings and who you rely on in terms of getting advice and counsel and mentoring, however you want to call it, as you’re going through this passage, that way they are coming along with you.

NICOLE TORRES: Yeah. But how hard is it to get a manager or someone who’s mentoring you and trying to give you advice for how to grow and be a better employee? How do you get them to stop thinking of you as someone who needs a lot of direction and guidance? How do you get them to start seeing you as someone who can give direction to others?

MURIEL WILKINS: I think if there’s been a trusting relationship up until now, you acknowledge and show gratitude for the support that that person has given you and you make the request that they let you try it out on your own, right? So, it’s a both. You don’t want to shun them because they’re supportive and that’s an asset and you don’t want to let go of that asset. So, I don’t think it’s so much demonstrating, I think it’s actually having that explicit conversation with that individual.

AMY GALLO: That’s making me think too, that you also have to be specific. Because if you say to your manager, mentor, sponsor, I want to be seen as a leader, that could mean a zillion different things. So you need to say, I want to be able to make the decision on X. I want to be someone who people seek out for expertise on Y. I want to, you know, people to value my opinion when I speak up in a meeting. I think be more specific. And as you say, Muriel, making a request of here’s how you can help me do that. It’s really powerful.

MURIEL WILKINS: Right. And you can also ask in a specific way, right? Seek counsel and say “manager, I really want to work on my ability to be seen as a leader.” You know, six months from now, what would be some of the hallmarks that you’d want to see that you’d expect from me if that’s my goal?

AMY GALLO: You’re also making me think of when you mentioned the trip to HR earlier about figuring out what the competencies are. I also have seen people and have done myself, a lot of observing of other people. And I noticed once that someone I, that many people thought of as a leader often said at the end of the meeting, let me know if you want me to weigh in on that. And I was like, oh, I should use that. That’s a good line because it, it demonstrates I have expertise. I’m willing to help if you want my opinion, but it’s not necessary, you know, if it’s helpful, I will weigh in. And I thought that was like such a nice way to establish this person had expertise. This was someone people typically sought their opinion from. And it sort of said, I’m a leader without having to be like I’m in charge. Right?

AMY SU: Yeah. I think Amy, you’re mentioning something here that does distinguish a leader where you begin to see at more senior levels. People are just more comfortable batting ideas around with each other in a much more peer to peer stance. And oftentimes you see somebody who’s still trying to make that turn because they’re still walking in with the over-packaged document or the over-packaged presentation and they feel like, they can only speak when it’s about their area. And I think part of being seen as a leader is the willingness to bring your judgment, bring your acumen, bat things around in a much more informal way.

AMY GALLO: When I know you both talk about in your book own the room, about as you get a broader view of the organization, you’re trying to make connections between departments or units or different initiatives. So sometimes it’s even about asking questions, like, how does this impact so-and-so’s project? Or how are these two things connected?

AMY SU: And in fact, one of the exercises that I really like to give clients is as you are stepping into a bigger role or a new role, or you’re thinking of showing up as a stronger leader, what is the percentage of lead and percentage of learn that you need to have as an equation? And so there’s some part of our work that is, yes, we are leading, we are bringing our skills, we are bringing our decision-making, we are bringing our clarity, but there’s as much a percentage that’s about learning from other parts of the organization and holding a more open stance and actually being planful about that. Who are the other people or functions I could get more information from? What networks might I want to build in this next role? So it’s important to think about what’s my lead learn in any given situation.

AMY GALLO: I love that. Not only does that help you transition to doing more leading, but it also prevents the risk that you just become so focused on leading that you stop learning.

NICOLE TORRES: And that you think you have all the answers. But does that balance change over the course of your career? Like something that my friends and I talk about a lot is if you have, you know, kind of come of age in one organization, you know, maybe you started as an intern or you started at another entry level position and you stayed there long enough and you’ve kind of grown a lot, at least on paper in your role, but also in how you see yourself and how you understand the company. I think a big challenge is still like, how do you get people to stop seeing you as that intern? You know, who started like five years ago and start seeing you as someone who has a pretty good understanding of what the company needs right now and how this organization operates and can make good decisions to help lead it forward. I’m wondering if you have worked with clients who faced that similar challenge and how you help them overcome it.

AMY SU: It is a challenge. I think when you’re home grown, right? Where you’ve the organization has seen you at many stages of your development. And so I think many of the things we’ve already discussed here, number one, you, yourself staying updated to who you are and where you’ve been and where you are now is very important. Some of the things that Muriel shared earlier around making sure that you’re keeping others under the tent and being clear on your intentions of growth. And I think really trying to make the advantage of. That you have institutional knowledge, you have a loyalty to the organization, you have a history of relationships. And so as you continue to talk about your career development within that organization, how do you keep bringing those strengths and those benefits to bear in terms of the next difference you want to make? And I think you have to be careful to keep your eyes out for cues. So, if your organization keeps hiring external folks into roles that you want, or if you find that folks continue to treat you as if you are a version of yourself from 10 years ago, those are cues that you want to pay attention to and make sure you’re not stagnating.

NICOLE TORRES: And if you are seeing those cues, if you feel like you are stagnating, what do you do?

AMY SU:  I think first you try to have conversations with folks about your career development, that you do have a loyalty in history. You do feel like you add value. Be clear on the difference you hope to make next. And if still nothing happens that I think all of us and women especially need to understand that you have market value outside of your organization, and it might be worth having some conversations outside to see what might be possible.

MURIEL WILKINS: You know, this is where I think, and I don’t want to speak in general terms that all women are like this, but this is just my anecdotal experience in having worked with clients and as you said, like talking to friends. One of the areas that I don’t think women tend to look out for as much as I see their male counterparts do is when they are assigned a new position or role or project, do they make the assessment of, have they been set up for success? And so to this point around when your home grown, using that actually is an advantage. If you are offered a new role, a new position to really take a step back before accepting and negotiating what you can to make sure that you’re set up for success. And so what does that mean? In practical terms, for example, if you have a concern that the people who used to be your peers are now going to be reporting to you and how how’s that going to play out? Being able to get your boss or your manager to explicitly show your support and have that person help get buy-in from those peers, now direct reports. Sort of smoothing the stage before you get on is a way of setting up conditions to help you be more successful. We tend to have this mindset that when we’re offered these roles, you know, the mindset tends to be, oh my God, we’re so thankful. We’re great, you know, we’re grateful. Oh, lucky me that I made it this far versus what I tell my clients, I tell myself, I tell my kids like, no, like you’re lucky to have me, right? You’re lucky to have me, right? I’m bringing value. I’m bringing it on. I am excited to be here. You are excited to have me here. You offered me the role. So let’s, you know, let’s kick this thing off and really make sure it works for everybody. And I think that’s a mindset that really helps in terms of being able to get that support and getting people to see that you are also excited. You’re not stepping into it, hesitantly. You’re stepping into it because basically, you know, it’s almost like I’ve been ready for this, right? The time is now, let me go for it. And at the same time, as Amy said, use all the social capital and institutional knowledge that you have as a benefit rather than as a crutch.

NICOLE TORRES: So, I really like your advice on having explicit conversations with managers or whoever that, you know, lets them know that you want to lead and here are all of the things that you’re willing to do. And here are ways that you could use their support to get better. But I’ve also gotten the advice from people to like, just start leading. If you’re given the task to be in charge of something, then like, really assert yourself in leading that. So schedule meetings, start sending emails about those things, you know, like really attach yourself as the person who’s responsible for a given project. And I’m wondering, are there certain moments when you should just do that?

AMY SU: Nicole, I think that moment exists every day and I would encourage people to just do that, right? When you take any project that you’re working on, I think the push to ourselves to say, am I thinking about this project simply as a set of activities that I need to execute well? Or am I pausing to think about it differently? If I looked at the same business problem, but now I put it on a three-year horizon or if I thought about the risks involved, or if I thought about the competitive benchmarks, I think there’s so much more that we can each do every day to bring a different level of strategic thinking to the work we do, to the way we communicate. Are we framing up in a more senior level way? So I think the world of possibilities to demonstrate a higher order of leadership is available to all of us at every moment, whether somebody gives us permission or not.

NICOLE TORRES: Yeah. How do you stay, I know we all have those moments of doubt. We talk about imposter syndrome on this show. But if you are a leader, if you start seeing yourself as a leader and you sense that other people doubt you, you know, people think that you have progressed too fast, they kind of still see you as someone who needs training wheels. How do you just preserve your own sense of confidence so that, you know, you can lead and it’s some people are just wrong about you?

MURIEL WILKINS: I mean, one of the things that I think is really helpful, particularly when you take on a management role for the first time and you start leading a team really upfront, very, very early on getting on the table, what people’s hopes and aspirations are in terms of you being the leader, but also understanding what their concerns might be, right? And that ability to listen upfront around the concerns gives you an added advantage in terms of being able to not get defensive, but address them and also hearing what the expectations are because the more that you can start being in tune to those expectations and potentially meet some of those expectations and get some quick wins that starts building your credibility. The biggest watch out is to get defensive because if you get defensive, it’s just going to alienate everyone, right? And you don’t want to be in that position.

AMY GALLO: What if you’re not sure if you want to lead?  What if you’re on the fence about taking on more responsibility? How do you decide whether this is actually something you want to do?

MURIEL WILKINS: This is where you really need to think through what do the next couple of years look like for you? I don’t think it’s a lifetime decision, right? Some people look at it as, what do I want to do with my life? And I, for one really think, just look at things in a three to five year horizon. Five-year seems like a very long time to me, so, so really focus on the next couple of years, rather than this is for the rest of my life. And from that standpoint, one of the best ways that you can do that is to look ahead, right? What could be the possibility five years from now? What are the different scenarios? And which one sits better in terms of being more aligned with what you want? What you don’t want to have happen is, I don’t want to follow that particular scenario out of fear and that’s a very different way of opting out. I remember early on in my career, I recognized that I was getting very close to really being in a position to gun for partner at a consulting firm. And while I did believe that I could do it, the question was, did I want to do it? And those are two very different things. So I think the first question is, do you think you can do it? The second is, do you want to do it? And while I believe that I could do it, I recognized after a lot of just my own self-searching and talking to others and looking at those who are ahead of me, even those that I greatly admired that that was not what I wanted and the reason I didn’t want it is that that wasn’t the way that I wanted to make an impact, right? And so having the ability to sit back and think about those two questions, do I believe I can do it? and do I want it? Are very critical.

AMY SU: And I think there’s, you know, people out there, similarly who in the question of do I want to do it end up being guided by a “should”. That career success looks like being a leader and having this many direct reports. And as long as that universe keeps growing, then somehow I’m successful. So I think Muriel’s point around, do I want to do it? Does this make sense for this next phase of my life? I had a colleague recently who went from leading a team of 50 people, an organization of 50. And she, and I talked about how at this stage of her life, as she looked at the next four years, both of her kids are in high school. And she realized that she went to her boss and said, over the next four years, I want to be home more. I’m finding that I miss some of the work I got to do day to day because now I’m really managing other people. So she’s moved back to an individual contributor role. And that’s what works for her at this time. So is she any less leaderly? No. I think this was a woman who was very in touch with what this next phase of life meant to her. And what was the work that was going to feed her as well as feed her family?

AMY GALLO: I like that because I think we often have this idea that leadership is just a straight incline and you just acquire more things, more initiatives, more people, and that’s the only way to grow. And I love that. She’s not any less a leader. She’s just stepping back from those particular responsibilities.

NICOLE TORRES: Amy, Muriel, thank you so much for joining us. This has been super helpful.

AMHY SU: Thanks so much for having us.

MURIEL WILKINS: Thank you. This was great. Thanks for having us.

AMY GALLO: Muriel and Amy Su, here we are in 2021 and so much about work has changed since we had that last conversation. Muriel, you started a podcast coaching real leaders where you advise leaders on how to get to the next level of their career. And then for Paravis Partners, the leadership development from you two run together, I understand the coaching sessions are mostly virtual for people who are also mostly working virtual. What new challenges have the recent shifts and how many of us are working presented to women who are aspiring to leadership?

AMY SU: Amy Gallo, I think the word shift is the key. There has been big shifts. We’ve had to, re-imagine what trust building and relationship building looks like remotely. And I think some of the challenges are that for some of the women leaders we work with, I’ve seen erosion in confidence and even erosion of trust, which is like, a core value. So I think all those things when shifts happen, you know, how do we shift along with them?

MURIEL WILKINS: Yeah. I mean, I think additionally, some of the regular leadership experiences that people have continue, regardless of whether you’re working virtually or not virtually. So what’s become critical, in my opinion, with my female clients, is that they take a step back and really start with what would I be doing if I was in the office? And recognizing that there’s really not that much difference in what you should be doing. The difference might be in how you do it. For example, if they need to be really accelerating their learning curve in the role that they’re in. When they’re in the office, it might be a little easier in terms of just walking into somebody’s office or by somebody’s cubicle and asking the question, but the power in that action is asking the question. So, it becomes, okay, so you’re now virtual, but the questions haven’t changed, who do you need to ask the questions of and how are you going to do that? Do you need to set up a regular cadence? Do you need to make it part of your weekly meetings? Do you need to just, you know, have something like a messaging system where you can just message questions? So, the challenge becomes more in the how rather than the what.

AMY GALLO: Right. You know, one of the challenges is actually getting others to accept you as a leader or to perceive you as a leader. Any advice about how to do that virtually? Amy Su, you described, being seen as a leader, hinges on the felt experience of the other person. How do you do that when you’re not in person?

AMY SU: I think the felt experience piece is so important. It’s the, how have I left the other person or audience feeling? And to Muriel’s point that’s as important a question, whether you’re in person or virtual. And so one of the ways to plan that out and to think about that is with clients, I will work with them to say, okay, one-on-one, one-to-one, one-to-group, one-to-many, what’s the feeling you want to leave each of those categories with, the felt experience, the impact? and then in a virtual environment, how do you do that? So for example, the one-to-group, which is really important, how do I build team? How do I build a esprit de corps amongst my direct reports who now don’t get to be together? You start to see leaders making decisions around, Hey, I’m going to do a daily, standup or a weekly standup and really the key is how do I create awareness amongst my team? How do I create empathy around the work we’re all doing? And how do I create a sense of a esprit de corps amongst us? So you’re not bringing people together to police their work. You’re with greater intentionality saying, if the felt experience is teaming, what are creative ways? I do think it demands a greater flex and creativity than perhaps before.

MURIEL WILKINS: But the, you know, the levers really haven’t changed, right? Like in terms of how do you know when you’re in the presence of a leader? What is that felt experience? You know, that felt experience is really based on two levers. Are they credible? And are they relatable? And so with my clients, I say, okay, like, yeah, you’re on zoom now. How do you come off as credible? And how do you come off as relatable? And when we slice that onion, they realize it’s actually not that different, right? Credible is how I deliver my message. Do I know what I’m talking about? Do I deliver it in a structured, concise way, in a way that’s relevant for my audience? And relatable is, you know, am I listening? As Amy said, am I demonstrating empathy? Do I seek to understand? Do I give verbal cues that, that demonstrate that relate-ability? Do I meet people where they are? And so when they start breaking it down into smaller chunks, they realize, oh yeah, it’s, it’s actually not that different. It’s just the mode in which I’m delivering that now.

AMY GALLO: Let’s talk about visibility. We did a survey of new hires, people who started their jobs remotely, and one of the biggest concerns that many of them raised was about being seen by senior leaders or other people in the organization. You know, as someone who’s trying to make that transition from either individual contributor to a leader, how do you think about visibility in this virtual environment? And how do you think about it in a way that doesn’t involve eight zoom calls a day and so you’re so burnt out at the end of the day?

AMY GALLO: I do think, Amy Gallo, it involves right up front, as you think about onboarding, as Muriel said, the same disciplines of what you would do on-boarding in terms of who are the key stakeholders, who should know you, understand your role, the connection points with those folks. And now thinking about that, every email you send is a point of visibility. And how are you showing up credible and relatable even in that platform or in the meetings where you do have the chance to show up? Those same principles of presence and thinking about the space where we’re in and awareness and almost imagining we’re in a room with others helps our presence to be more visible, even when we’re virtual.

AMY GALLO: Yeah.

MURIEL WILKINS: I mean, I think you definitely have to be more intentional and strategic around cultivating relationships then you probably would have to, you know, when you’re in the office, that that for sure has been a major impact, but in terms of thinking about how do I make myself visible within the organization or with my team, it takes a lot of planning to do that and prioritizing. So with my clients, it says, as Amy said, like being clear around who do I need to be visible with? How? In what mode? and why? And if they can answer those three questions, then we can solve for, okay, how do you go about doing it? The danger is when you don’t go through that thought process, and then you either become invisible or quite frankly, too visible you’re on everybody’s calendar too much. So being kind of strategic around it is, is really important.

AMY GALLO: The other thing that a few women brought up in the survey that we did was the idea of building trust as a leader in a virtual environment, any advice around how to either be patient with that process or to accelerate it?

AMY SU: Trust has been one of the big challenges, Amy Gallo. You asked us at the start of this, that, you know, how do we do that in a virtual world? And just the awareness of in the way that used to be able to walk down the hall and inform somebody or close the loop. Now I do think it just takes a little more intentionality, you know, who needs to know? Who needs to be involved? Who do I need to close the loop with so they’re not blindsided?  I think that extra step of organizational awareness becomes more critical in terms of trust building.

AMY GALLO: Yeah. Well, and I think about trust also is so much as about follow-through, following through on your commitments. And I think that maybe becomes more critical to do because you’re not having those informal interactions where you sort of give someone the benefit of the doubt if they forget to send that email they promised. You’re not seeing what’s happening.

MURIEL WILKINS: That’s right. One of the things that can really deteriorate trust in a virtual environment is lack of responsiveness, right? You send that email because that’s the way you communicate, right? And it’s like, what’s happening? Is it in a black hole? Did they even receive it? You know, when you’re in person, you can see what the person is doing. So you could say, oh, they’re really busy, or I see their door has been closed all day or, oh, they’ve been in that meeting all day. That’s why they haven’t responded. But in a virtual environment, you don’t know what they’re doing. How you can mitigate that is by being responsive and communicating on what’s happening and kind of leaning more into over informing then you probably had to do in the past.

AMY GALLO: Yeah. Well, and even setting up expectations of like, I’m on back-to-back zooms today. If you send me an email, I’m not going to get back to it until tomorrow or whatever timeframe feels reasonable. I think that can probably go a long way for that, for that trust-building.

AMY SU: I think as well, making time and space to be intentional is really a challenge. And so with a lot of our leaders, we’ve had to advise, make sure that the first half an hour of the day, now that you aren’t commuting sit down and have that time and space for yourself. Don’t just assume you can start meetings right away. Grab that half an hour to look ahead at your calendar or look at your email to say, who might just need a one-liner that says confirming receipt of this. I want to be thoughtful. I’ll get back to you in a couple of days or tomorrow or whatever.

AMY GALLO: Yeah. You know, one of the things that we’ve seen happen in organizations over the last 18 plus months is that we’ve gone into this all hands on deck mode where people have to step up to help out. And if you’re someone who’s also at the same time, trying to be seen as a leader, step into a leadership role, how can you raise your hand to help volunteer for those extra activities without being seen as someone who’s more junior than you want to be perceived as?

MURIEL WILKINS: Yeah. I mean, I think that as long as you’re truly leaning in to being seen as a leader, then, you know, the one or two times we volunteer for something like, I’ll go grab the coffee or I’ll send out the holiday cards or whatever it might be, won’t be a detriment to you, right? So, you’ve got to lean into the leadership piece and the other stuff should enhance it as making you more relatable rather than have the impact of reinforcing that you’re not a leader.

AMY GALLO: I think too, you have to ask yourself, is the raising your hand a knee jerk reaction? I’m your gal every time. Or is it coming from a true leadership place, which is driven by principles and values? Which is, hey, I really see what’s happening. I want to rise to the occasion, be a part of this. So the source from which you are deciding to do that is a critical piece of if a leadership move or a default reaction to always saying yes or being the junior one.

AMY GALLO: Yep. I like that. Is this part of being seen as a leader or is this just like what I’m used to doing because people expect it of me or I expected of myself?

ALISON BEARD: HBR On Leadership will be back next Wednesday with another hand-picked conversation from Harvard Business Review.

This episode was produced by Mary Dooe. On Leadership’s team includes Maureen Hoch, Rob Eckhardt, Erica Truxler, and Ian Fox.

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Southwest Air drops as US airlines contend with soaring fuel



Southwest Airlines Co. reported adjusted quarterly profit and revenue that fell just shy of Wall Street’s expectations, as the US carrier joins rivals in grappling with higher fuel costs.

Shares in the Dallas-based airline extended losses in aftermarket trading after Southwest declined to update its full-year profit guidance of at least $4 a share, underscoring the volatility in the industry. 

It said achieving those results would require lower fuel prices mixed with stronger revenue performance. It also projected second-quarter adjusted EPS in a range of 35 cents to 65 cents, with analysts expecting 59 cents.  

Southwest fell 3.8% and closed at $39.35 in regular trading Wednesday, mirroring stock declines of other carriers. 

Southwest’s decision is broadly in line with other carriers contending with fuel costs driven higher by the US-Iran war. Rival carrier Delta Air Lines Inc. has declined to update its full-year forecast, while others such as United Airlines Holdings Inc. and Alaska Air Group Inc. have revised or withdrawn guidance. 

For the first quarter, Southwest reported earnings of 45 cents per share, compared to analyst estimates of 46 cents. Operating revenue was $7.25 billion, compared with the roughly $7.29 billion analysts polled by Bloomberg expected on average.

Analysts are likely to press Southwest executives on an earnings call Thursday about the degree to which the carrier can boost fares to offset fuel prices without alienating customers. 

The airline is also in the middle of a major corporate makeover that includes adding premium seating, lounges and other initiatives designed to improve its finances.

“Much of the transformation Southwest has implemented, from premium seating to baggage fees, has been focused on improving revenue per existing core passenger,” Melius Research analyst Conor Cunningham said in a note. “With two domestic fare increases now in place, Southwest may be the most exposed to demand destruction among its peers.”

The Fortune 500 Innovation Forum will convene Fortune 500 executives, U.S. policy officials, top founders, and thought leaders to help define what’s next for the American economy, Nov. 16-17 in Detroit. Apply here.