Identifying a company's stated values is insufficient. WCM's research evolved to analyze the social mechanisms that reinforce desired behaviors, turning values into a "cult." They found that many companies espouse the same behaviors, but only the best have the rituals and systems to make them stick.

Decentralized acquirer Amitech maintains a central team of "black belts," who are experts in operational excellence. These specialists are deployed to subsidiaries to run "Kaizen events," helping them eliminate waste and improve processes. This model combines the autonomy of decentralization with the benefits of centralized expertise.

To overcome the cold start problem in a network effects business, especially in a conservative industry like finance, a powerful strategy is to create a coalition or consortium model. By giving early adopters ownership and governance rights, you align incentives, build trust, and transform would-be competitors into enthusiastic evangelists for the new network.

Amphenol runs as a federation of autonomous business units. This structure is key to its M&A success, as acquired companies retain their brand, culture, and customer intimacy. Sellers prefer Amphenol because they know their business won't be suffocated by a monolithic corporate hierarchy.

Architecture giant Gensler implements a co-leadership model not just at the CEO level but throughout the firm. This structure thrives by pairing leaders with complementary skills ("aces and spaces") and is built on a foundation of deep trust, allowing partners to defer to one another's judgment in disagreements.

A key, often overlooked, function of leaders in high-growth groups is to act as a shield against internal company interference. This allows their teams to focus on innovation and execution rather than navigating organizational friction, which is a primary driver of top talent attrition.

America's system of nearly 10,000 banks is not a market inefficiency but a direct result of the founding fathers' aversion to centralized, oligopolistic British banks. They deliberately architected a fractured system to prevent the concentration of financial power and to better serve local business people, a principle that still shapes the economy today.

Unlike Norway's model of direct government ownership, Singapore's Temasek acts as a holding company. This structure allows it to convene portfolio company leaders (e.g., in a Sustainability Council) to share insights and best practices, creating synergies that would be impossible with disparate ownership.

Historically, trust was local (proximity-based) then institutional (in brands, contracts). Technology has enabled a new "distributed trust" era, where we trust strangers through platforms like Airbnb and Uber. This fundamentally alters how reputation is built and where authority lies, moving it from top-down hierarchies to sideways networks.