Picture of Gerlinde Berghofer

Gerlinde Berghofer

COO and Co-Founder of BehaviorQuant

Diversity is the Superpower
of High Performing Investment Teams

In the dynamic landscape of finance, where success is often measured in fractions of a percentage point, the evaluation of professionals goes beyond mere metrics of profit and loss. It delves deeper into the realms of understanding individual strengths and weaknesses, ultimately sculpting teams that are not just diverse but also finely balanced. Contrary to the conventional notion of penalizing underperformance, true performance assessment serves as a beacon illuminating the path to enhanced team dynamics and overall excellence.

Executive Summary

Cultivating a growth culture within a financial team involves recognizing and leveraging each member’s unique strengths and weaknesses, fostering continuous learning and collaboration. By embracing diversity and encouraging personal and professional development, managers can unlock the full potential of their team, leading to greater performance and success in the dynamic world of finance.

At its core, performance assessment in the financial realm is not a punitive measure but a strategic necessity, aimed at unraveling the intricacies of each professional’s skill set. It’s about recognizing the complex interplay between strengths and weaknesses, biases, and inhibitors, and leveraging these insights to foster a culture of growth and resilience within teams. Imagine you’re the manager of a financial team. Your team members possess various skills and talents, much like superheroes in their own right. However, just like Superman is vulnerable to kryptonite, your team members also have areas where they may struggle or exhibit biases.

Biases, when acknowledged and addressed, can metamorphose into strengths, adding layers of depth to the team’s decision-making fabric. Take perfectionism, for instance—a trait often perceived as a stumbling block. Susan is exceptional with Excel and data analysis, but her perfectionism sometimes leads her to spend excessive time on tasks, slowing down her progress. However, within the right team and environment, Susan’s meticulousness can become a valuable asset, ensuring accuracy and precision in the team’s work. Within a balanced team, this very perfectionism can evolve into a driving force for meticulous analysis and risk mitigation.

Yet, the journey towards harnessing these strengths begins with a candid acknowledgment of one’s decision-making inhibitors and cognitive biases. It is only when individuals confront their predispositions head-on that they can begin to mitigate their impact. In the realm of finance, where split-second decisions can make or break fortunes, such self-awareness is not just admirable but imperative.

So, what role does the supervisor play in this intricate dance of strengths and weaknesses? Their mandate extends far beyond mere oversight; they are the architects of a growth culture that thrives on recognizing and harnessing the unique talents of each team member. By discerning the “superpowers” that lie dormant within their subordinates, supervisors can orchestrate a symphony of excellence, where every note resonates with precision and purpose.

Here are some practical steps to start implementing a growth culture within your financial team:

  1. Strengths Assessment: Conduct regular assessments to identify each team member’s unique strengths and weaknesses. Tools like BQ Performance can be valuable in uncovering hidden talents. Recognize each team member’s strengths and weaknesses, and then play matchmaker, pairing up complementary skills like a finance intermediary.
  1. Training and Development: Provide ongoing training and development opportunities tailored to each individual’s needs and aspirations. Whether it’s technical skills workshops or leadership coaching, investing in your team’s growth pays dividends in the long run.
  1. Feedback and Recognition: Cultivate a culture of open feedback and recognition, where team members feel comfortable sharing both their successes and areas for improvement. Celebrate wins and milestones, no matter how small, and offer constructive feedback to help them grow.
  1. Cross-Functional Collaboration: Encourage cross-functional collaboration within your team and across departments. By working on projects outside of their comfort zones, team members can broaden their skill sets and gain valuable insights from colleagues with different expertise.
  1. Lead by Example: As the team leader, embody the growth mindset you want to instill in your team. Show vulnerability by admitting your own mistakes and learning from them and demonstrate a commitment to continuous improvement.


In essence, performance assessment in finance transcends the confines of balance sheets and profit margins. Remember, building a dream team isn’t just about assembling a group of talented individuals – it’s about creating an environment where each member can thrive and contribute their unique strengths to achieve collective success. As supervisors cultivate a culture of growth and resilience, they pave the way for a future where teams are not just successful, but truly exceptional.

Dive into the World of Behavioral Finance and Stay Informed!

Are you eager to delve deeper into the fascinating realm of Behavioral Finance, while staying in the know about the latest breakthroughs and exclusive offers?

Join us for a newsletter packed with top insights. We respect your time—only the best content, once a month. Subscribe now!