With information now ubiquitous, the primary source of market inefficiency is no longer informational but behavioral. The most durable edge is "time arbitrage"—exploiting the market's obsession with short-term results by focusing on a business's normalized potential over a two-to-four-year horizon.

Drawing on Charlie Munger's wisdom, investment management problems often stem from misaligned incentives. Instead of trying to change people's actions directly, leaders should redesign the incentive structure. Rational individuals will naturally align their behavior with well-constructed incentives that drive desired client outcomes.

Vested's investment model gains an edge from proprietary data on employee sentiment and behavior. Signals like unsolicited negative comments, willingness to counter on price, or selling more shares than necessary provide unique insights into a company's health that traditional financial analysis lacks, forming a data moat.

Eagle Capital's competitive advantage stems from a structure designed for long-term thinking. This includes a multi-decade history, long-term client relationships (avg. 10 years), and a diversified client base. This "duration" allows the firm to invest with a longer time horizon than competitors, which is a growing differentiator.

A crucial, yet unquantifiable, component of alpha is avoiding catastrophic losses. Jeff Aronson points to spending years analyzing companies his firm ultimately passed on. While this discipline doesn't appear as a positive return on a performance sheet, the act of rigorously saying "no" is a real, though invisible, driver of long-term success.

Professional fund managers are often constrained by the need to hug their benchmark index to avoid short-term underperformance and retain clients. Individuals, free from this 'career risk,' can make truly long-term, contrarian bets, which is a significant structural advantage for outperformance.

Structuring compensation around a single, firm-wide P&L, rather than individual deal performance, eliminates internal competition. It forces a culture of true collaboration, as everyone's success is tied together. The system is maintained as a meritocracy by removing underperformers from the 'boat.'

Proven operating models like the Danaher Business System aren't widely adopted for three reasons: they require immense discipline, their benefits take years to materialize (conflicting with short-term PE fund timelines), and most investors lack the hands-on operating experience to implement them credibly.

Eagle Capital pays its analysts salary only, with no bonuses. This unconventional structure removes the pressure for short-term performance, aligns incentives with the firm's multi-year holding periods, and counter-positions against the bonus-driven culture of multi-manager funds.