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Welcome everybody I'm dr.. Howard Koh I'm very pleased to welcome you to a new video series entitled. What CEOs say co-sponsored by the Harvard th Chan School. Of Public Health and the Harvard Business School was support from the Robert Wood Johnson Foundation our overall goal is to explore how the private sector can leverage its resources to promote health and well-being for society and in particularly we want to meet business leaders who have. Committed to promoting a culture. That advances health for employees. Consumers communities and/or the environment we want to hear from these leaders about. How they made that commitment what changes. They've made the challenges they faced and how they overcame them and the lessons learned that they want to share with others so in. That regard we are very very pleased. To welcome our first guest mr. dan Houston who is chair president and CEO our Principal Financial Group and this business which is located in Iowa but has worldwide reach employs over 15,000. People in 19 countries reaches some 22 million clients is that right and has as a fall of 2018 over 600 billion dollars in assets under management now of great interest to this audience and for people watching online is that Principal Financial Group has earned a host. Of awards over the years and let me just tell you about some of. Them being recognized as among the best places to work being the best or among. The best employers in America for women executive women. And working mothers being among America's best employers for new graduates and for diversity being among America's most just companies and among the world's most ethical. Companies you've even received recognition for being one of the most military-friendly employers and these recognitions come from groups as diverse as Forbes the National Association for female executives working mother magazine at the sphere just capital GI jobs magazine and many many others so mr. Houston welcome to Harvard and welcome to Boston to privilege to be here. Thank you thank you so this is a health audience so let's just start with some basics tell us what a financial services company does and tell us what you do day-to-day a CEO president yeah boyeee. The second question could get me in trouble but you know we're here to serve the needs of all all workers all individuals to help them reach financial success and frankly financial success is really hard and difficult to reach if you don't have physical health and well-being so we've tried to work very hard in order. To strike the appropriate balance through education through advice through guidance to help people understand that the more healthy lifestyle they live today the. More they focus on their financial well-being the higher probability they'll enjoy a higher quality life later in life so that's in large part what we do as you mentioned we managed well in excess of six hundred billion dollars in 90 different countries around the world big operations in both Latin America Asia and the United States. And those 22 million customers are really is diverse as you might expect not only geographically but they're diverse in terms of their ages and their wealth and their income and what I would tell you from the lowest wage earner to the very highest wage earner that is effectively the. Cohort that's the group of individuals that we serve worldwide so it's interesting to hear about your clientele because some people would assume the financial services company is simply serving the well-off so. Tell us more about how you're serving people of all income backgrounds and more so if I could I'd give you a sort of a typical client if I were just to take a average client or the Principal Financial Group if they're a retirement plan customer or 401k plan customer in your. Nomenclature and the university campus it would be 403 B's they would have a hundred and twenty five employees they would generally have a very broad cross-section of industries all the way from janitorial services to investment banking they in large part don't have a personal advisor at all maybe the top 10% out of that hundred and twenty. Five might so 10 to 12 people. Might have an. Advisor those other hundred employees oftentimes are looking to us for guidance advice and education we do that at the worksite we do that in person at small. Meetings at the worksite we do it in one-on-one meetings at the worksite and some of it's done telephonically through our call centers I take the and I view it as an honor I do go down to our. Call center and I'll take a headphone jack and and go into the console because I want to hear firsthand what people are up against and I have yet to ever do. That on a random basis. And had a phone call that was was taking place on anybody that was making. More than about. $50,000 a year so it gives you the sense of the sort of employee who's. Calling in what are their questions oftentimes the questions am i saving enough am i putting it in a diverse enough portfolio this is sort of my language they may not use that exact nomenclature they're going through a divorce someone's lost a job should I take a. Loan should I not take a loan should it be a hardship. Withdrawal those are all the questions that the average American worker needs an. Interest to and we provide those answers everyone can relate to those questions they really can yeah so tell us more about how you have advanced a culture that. Helps the health of employees consumers community and/or. The environment dr. Koh one of things that there's an. Enormous burden on a CEO or 140 year old company and is 140 years I'm the only the 15th person that held this particular job as the CEO and our commitment to middle America our commitment to middle income wage earners didn't start with. Me it's been part of our ethos for the last. Hundred and forty years and so what typically is going to take place as we sort of prioritize our resources is to make sure that we are serving everyone equally that's a that is might expect a big priority but it's in all facets of what we do because we need to make sure that we. Have a good health and wealth balance for our employees we have it for our customers and we try to make sure that we strength the right sort of balance for our investors as well so tell us. More about how you came upon this philosophy how you embrace it it sounds like it's part of your history history history of the company right so if you went back you know in. In in number of books have been written about the company. In this regard and I'll give you just maybe a couple of points of interest and this is one I found fascinating because we just remodeled a building that was built started in 1938 and finished in 1940 and one of the funny stories that came out of it because the superintendent today. Would call that a vice president but that was a construction superintendent at the time they were building the building and they had made their decision on that we were going to use clean fuel to fire the building and it was going to be oil the alternative to that was cool but there. Were two things we were doing with this building we are putting in larger windows and the windows would be allowed to be open for fresh air it was going to be the first building west of the Mississippi that had air-conditioning and it would be the first building of commercial size that would burn fuel oil well Iowa at the. Time if you go back into the 1930s was a net exporter of coal and so it was the coal miners that were picketing across our front door we have pictures of the. Coal miners picketing because we had the audacity to burn oil and fast forward 75 years and as we modernized the building as you might expect there were major changes made LED lighting there were steps that were taken we recycled 95 percent of the materials that came out of the. Building every carpet square every ceiling tile every piece of copper every metal and so the company has a long standing history the tie if you. Will back to the sensitivity around building materials we have a. Commercial real estate portfolio greater than 26 billion dollars a large portion of that is green building and we found out a long time. Ago well in excess of a decade ago that we could build a green building better environmentally for for individuals whether it was all the toxins that can exist in carpets and ceiling tiles LED lighting moving the air through the building more quickly etc maybe it adds 10 percent to the cost of the building there recoup on that. Is measured in months and and not decades for certain so that sort of gives you a mindset that we've used not only in in our business but then the value that that creates for. Our customers through enhanced returns. And better returns ultimately for shareholders so that's a fascinating example because it's on one hand a environmental example but it's also an example that impacts customer customers easily said but also employees right very much do you want to say how do the employees react to that sort of. Investment I I know this I've been with the company now for over 35 years I don't think anybody was is concerned 35 years ago let me restate that no one was concerned about that 35 years ago today if you. Look at the statistics among Millennials it's about 75% non Millennials all it's about 66% care about the company culture care about your environmental positions care about your carbon footprint and care about what you're doing back to your respective communities I was reading an article coming out this morning that my father had. Sent to me and it was about women in the workforce and boards of directors he was talking about. Women in middle management but it was also talking about the importance that Millennials are paid placing on ESG related issues environmental social. Governance related issues. Now what I thought. Most interesting about that is my father is 85 years old and the handwritten note that he put on there Dan and Dan I I was so proud to see this article it's in large part which you guys already do keep up the good work eighty five-year-old you usually don't want to send their son she oh that's sort but that. Was he even connected all of those dots that that was. Important if you're gonna be a successful business and he gets that yes so there's a theme we're hearing more about that this is of concern for all of us in the present but for future generations and with. Millennials leading the way it's gonna be even more important you feel a third of our workers are Millennials and if there's any one thing I have. Been overly impressed with the regards to the Millennials other than a high degree of sensitivity around ESG related issues how many baby boomers in. The room right how many raised a millennial guess what they're better savers than us they are they save more than the baby boomers and that's really refreshing and they're doing it for the right reasons their footprint is. Just flat-out smaller in terms you know in terms of housing in terms of many aspects of their life they put a higher degree of weighting on social issues they put a higher degree of weighting on environmental issues when they look to go to work for an employer there is a bit of an. Underwriting and if you think about unemployment in this country three and a half four percent maybe a little bit less of that less than that if all of a sudden you're competing and you're they're on wage and you're they're on opportunity and you're there in terms of. The right industry and you start looking at what are the differences I think it's going. To get down to issues like this so some with your philosophy has got to adopt a long term view but you have a lot of short-term pressures to earn profits and keep all. Your shareholders and stockholders happy. So how do you balance all that in your daily work so it starts with setting the expectation with. Investors in the very beginning and we have always tried to strike the appropriate balance between great giving great value to the customer giving a employee the right sort of set of benefits why it's. Time off to volunteer it's a it's a competitive wage it's a it's a it's an environment that is an inviting that has if you saw our facilities you'd be I'm certainly quite impressed with the the nature in which we've we've reorganized our work to create more collaboration and create more of a sense of community. But ultimately if you've informed your investors on what we think our returns are going to be and what our financial performance is going to look like frankly it takes a lot. Of the pressure off because we're already on the record with what it is we're trying to accomplish there. Are other firms that might be in our industry that might have some of those metrics that might be more appealing to some investors but that's. Those are the choices those are the trade-offs we make every single day this is fascinating so you put it all together you think this gives. You a competitive advantage as a business compared to others and do people see it or we're not well you made me blush when you made the introduction of the company because that track record of recognition. From companies like fortune and forbs and Ethisphere we're proud to have earned those and we also know that they could be taken away like that it requires us to constantly nurture it to ensure that a lot of the groundwork that was laid the old. Proverb Chinese proverb when you drink from the well remember the men and women who dug the well right here on this campus a lot of the practices and a lot of the cultures that. You have here. What makes Harvard Harvard is because the forefathers had done a good job getting you to this point I have that same pressure my management team has that same pressure so we're always trying to strike that right balance and I'll give you a couple of examples the company has forever. Back in 1930 and again that superintendent had. Written the message to the Board of Directors it would be appropriate to have a gymnasium so employees would have the opportunity to have physical fitness throughout the day there could be intramural sports. I mean it's just when you read it you just think wow that's how they spoke. Back then but even our leaders at the time knew that physically fit employees running more oxygen through the brain having more sort of physical activity creating more energy sense of creativity they. Even knew that then volunteerism has been part of our culture forever we host a seniors golf event the champions principal Charity Classic. Champions event last year we raised 3.6 million dollars just for children's charities just. In Des Moines Iowa central Iowa to try to make a difference among those 5 children's charities giving back to the community fitness and well-being all of those things that go into the value proposition of working for the working for the. Principle answer these themes run through the history of your company forever yeah yeah it's so it's very personal for you but it's part of the culture of your company and the sustainability of that and so again where we started this was the third-party validation right. You know at any given time I you know I worry it is culture advances that you tear away at the very fabric and at some point you find you know. What you've you've ripped it now it's no longer something you can put back together so when we look for acquisitions we underwrite in three areas we in a right for. A strategic fit we underwrite for strategic financial and cultural and most people want to always jump on the bandwagon it was bandwagon they're saying well you pay too much or you pay too little never heard that one before but my view is this you can get the price wrong you might get. The strategy core you know slightly wrong maybe it maybe it was just slightly turned off 90 degrees but if you get that. Cultural piece wrong it's game over you can't make those up. In time financial you'll get their strategy you'll kind of get the you know the boat turn right in the right direction but culture matters and we've made 14. Acquisitions since the Great Recession and that's not insignificant and there's a very stringent sort of onboarding but the due diligence process where most companies I think are to some degree interrogating the acquired company for everything about their company I would say that probably 15 to 20 percent. Of the sales process is my having a conversation with you to tell you this is what we look like this is our culture it's our DNA it's our ethos it's how we think it's how we. Make decisions it's. Collaborative its global and if if that doesn't work for you not gonna be a good fit so trying to join what we're trying to do here the worlds of the private sector and public health is not easy in fact no one's quite tried to do this before. Right and there are a lot of skeptics out there saying oh the business CEOs aren't really. Bought into all this so that's sort of public perception is one example of a lot of the challenges out there can you just tell us about some of the challenges you've faced and trying to adopt this philosophy and what's helped you address them and even overcome. Them you can just start with the magnitude of healthcare in this country it's about 20% of GDP you could. End this conversation right there and say if $1 out of every 5 is around health care then it matters to all of us for every dollar you spend in retirement that goes. To health care is a dollar that doesn't go to other retirement related activities think about that that's a really really big number so if my job is to make sure that Americans and people in. Latin America and people in Asia they. Get decide to retire when they choose 62 63 65 67 and the way that I help them the way principle helps them is to put them in a position of having optionality or choices and I can assure you not only will healthcare have been a big part of their accumulation phase it. Will be equally and more important as they draw down on their nest egg to offset their living expenses and healthcare is gonna be single for everyone in this room single largest expenditure going into retirement in our business of financial services we have no choice but to respect and help educate. And inform on matters related to health insurance health related expenditures. So that's why it's so too close to us and it has been it's been part of the company for a very very long time and you have this fascinating approach where you're based in the US but you have this global reach and I know you travel a lot as you do this. Work around the around the world what are some of the challenges you face in in various. Countries for various parts of the world it's replicated over and over and over and over just to put it in perspective though because oftentimes we can look at our sort of long-term retirement financial affairs in this country on. Money set aside for retirement this country through the last 50 plus years has a master roughly 22 trillion dollars not an. Insignificant amount of money of that 22 trillion dollars about fifteen trillion is I. Ari's rollover IRAs 401 K 457 403 403 B okay voluntary contributions in this country 15 trillion dollars that other set of that other seven trillion is really defined benefit its what the employer get accumulated take the. Defined benefit plan set it aside because most people in this room may not have one or listening the remaining 15 trillion dollars is a bigger pile of money than the next 19 developed countries combined so we haven't. Done it perfect but we've done it pretty well our job is to make sure that around the world we take our technology our digital assets our asset management capabilities our knowledge and export that to China to India to Malaysia to Thailand to Chile to Mexico etc and we've done that with. A fair amount of success but the issues around healthcare expenditures are real the generation of students going through Harvard. Today with their. DNA and their their lifestyles today they will end up living more years in retirement than the actual number of years that they work they'll have more breaks of service. All of those averages they'll live more years in retirement. Then they will actually work and if you went back to FDR and. You know the onset of Social Security what was the probability you would you would cash a Social Security check at age 65 real low less than 10% today pretty high probability you're gonna get there so so the economics. Are often so if the private sector doesn't do it it's a problem governments aren't in a position to do it employers really aren't in a position to do it this is really a burden that falls on our on our shoulders so this. Health care we we want good health and fitness that's why we have you know we reimburse for you know whether it's smoking cessation we reimburse for weight loss we reimburse for gym memberships we have gym facilities and all of our operations we promote taking time off during the day to get physical fitness and all those different things because. As a company we spend about a hundred and sixty million dollars a year on health related expenditures that's a lot of coin and so to the degree we can. Have a healthier population of workers that. Puts us in a more favorable position to create more value for our employees and otherwise. Comments and discussions about what is health in this day and age have now expanded to really involve mental health and emotional well-being and stress at the workplace actually our. Professor blendin who runs the studio has done some polling work showing that those are critical issues for employees around the country around the world you want to just talk about. Stress at the workplace and well-being emotional well-being at the workplace and how that relates to to your work it's real it's out there you know there's a there's a few issues out there that come to mind and the first one of which is the. Over lines on. Opiates and the impact that's. Having it it is real if you haven't read the book dopesick read it. It gives you some really sort of inside perspectives on the overprescribing of drugs and what that what that means I think there's also. An element around metal and nervous and I think. All of us have known people who are directly impacted by this someone's gonna have back surgery breaks a leg breaks an arm we put our arms around them how can we help you out can we bring some food over take. All the time you need all those issues and unfortunately mental and nervous issues are not resolved as issue mental health is increasingly a challenge on a lot of different levels it is one of those industries that continues to grow and I think it continues to evolve and I think you know. We're sort of at the beginning stages of that but all. Of those issues are things that we have to be cautious about as an employer so again how do you create a work environment that doesn't contribute to stress giving people flexible time off you know at the end of the day I'm not keeping track of your hours. I'm really interested in one thing the output what's your. Contribution what did you do to advance the company's mission you had a certain set of tasks to accomplish did you do that how do we create an environment. Which doesn't create. Stress that comes in to hiring and firing make sure that we have a diverse group of senior leaders make sure. That they're inclusive making sure that people don't come to work with a with anxiety about just the people they're working with let alone the work that they're doing how do you create an environment where at the end of the day we're doing a social good. We're in the insurance business the disability insurance the retirement business the asset management business I'd be. Hard-pressed to say that we have any product that doesn't really do an enormous job. Of providing great social good around financial well-being and if you have good financial well-being many times you'll that leads to strong physical and health well-being so that's that's sort of easy for me. To get my head around and around mere fact I'd tell you a quick story dr. Koh that I was reflecting on this only because it was the one-year anniversary of the gentleman who had hired me as name was Chad Sims in Dallas Texas and I had two other job offers and you. Should know that the principal for an anterior before 1985 its name was the Bankers Life Insurance opening so I was interviewing for the job and he'd asked me about these other employers and I'll go ahead and use those names it's it's been over 35 years and. I said never. I could remember Cathy Johnson was the recruiter from. Georgia Pacific and Chad always had a way of sort of getting what he wanted to get done and he said so Dan I gotta ask you a question Georgia Pacific do you do you want to be in the plywood business the rest of your life mr.. Simms you know I don't know if that's such a great idea you know and he said this other company the Goodyear Tire and Rubber says you really want to be in the tire business the rest of your life and I thought gee mr. Simms I you know I. Don't that's the best answer he says come to the Bankers Life company and you'll change lives the rest of your life and he was right it's it's been it's been incredibly rewarding to be in an industry where we do a lot of good we can always improve but for. The most part we get a. Lot of things right tell us more about how you measure success what what is success how do you measure what their metrics you're tracking and and that's part of the work that you're doing for a CEO well I can wait wait I'm just four inches too short but yeah you know the. Metrics for us aren't the ones you might immediately jump to so for example one way you could measure a financial company is the assets under management you could measure for example the operating earnings your return on invested capital your internal rate of return I'm not gonna suggest that those aren't all. Important but when we really dissect it and say what's gonna make a successful long-term the sheer number of clients that we have of all kinds how diverse is our workforce how inclusive is our workforce another big one is how close are you to being on track to replacing eighty-five percent. Of your income at retirement and we measure that so what percent of all of our customers are on track to reach an 85 percent income replacement ratio at age 65. To do that math real easily if you're making $100,000 a year and you were. Gonna retire have we helped you save enough money that would generate eighty five thousand dollars a year in income that means we were successful and for any of those that kind of want to skip the book and gotta get right to the punchline. If over the course of a 35-year working career you saved fifteen percent of your income and set it aside in a diversified portfolio didn't take hardship withdrawals didn't take a loan you'll replace any five percent your income so through employer. Matching contributions through salary deferrals whatever it takes to get there that's the math that's your Robo advice or lesson for the day and that financial security is part of well-being how could it not be I mean you talk to people about stress in their lives we already stressing lives and stress. In marriages what's the number one this money it sits around income and for the most part one thing that we do need to sort of get in check it's the spending we buy a lot of convenience and more discipline should be applied and again I mentioned my father earlier but you know one of the big lessons he always gave. Me it was pay yourself first you know set the money aside first pay yourself first get your savings in order first then apply to the. Other the other areas I feel compelled to share this dr. Koh because again we we put a lot of energy into all customers and all employees everywhere we do business we have a program in India Pune India to be specific. Where we have roughly 1500 employees on our way to 2,000 it's an amazing group of professionals we have MDS some of them would have come right from. Harvard we have data scientist we have actuaries we have a really professional group of employees that work and live in Pune our give back to that community was to work with an NGO in establishing. Something called the lighthouse the lighthouse is located right on the fringes of the slums but the idea was to work with the the elders within those slums and to identify at-risk teenagers those people who have dropped out of formal education but they are kind of coming in on that adulthood age we. Put together a program that if you looked at the one year success rate for every 100 individuals that we're able to work with out of that area. And in the program is roughly 12 weeks of working with those individuals. 85 percent of them after one year are in a middle-income job middle-income is defined. In Cote India much different than it is defined here but but the real point is some of those people end up working for principle but one person at a time you know could we influence 85 and 200 and 400 and 600 you do what. You can but that's that's what we see. Is our obligation for those people who aren't direct customers our ability to give back to the community has everything to do with helping people get on track to be a middle-income wage earner so in the last few minutes of this interview Tillett tell us more about your personal and professional leadership philosophy we talk a lot about. Leadership through the series we're in a leadership studio we try to teach this to our students so just reflect on some of. Your learnings about leadership personally professionally and what you would want others to know this is probably the at-risk part of the program for all my direct reports who say that's a different Dan but I'll see if I can get this as. Close as I can i I've always subscribed to the notion of servant leadership and if I could just. Sort of dissect that for. Just a minute I know that there are some leaders that would say it's kind of my way the highway you know you kind of get on board as my thinking my way of doing things do that successfully and you just made the team I discriminate against every single single one of my. Direct reports every single day but everyone gets treated fairly and I view it as my job to adapt my my style to their style I. Have eleven direct reports and I want to make sure that they to some degree take on the same sort of notion that we only need one dan will I need one Nora one Louise one Tim you know one Amy and if they take the approach of being a servant leadership ie they're the ones. Adapting and adjusting their approach to maximize. The value creation from each one of their direct reports I think you just get a better result we already know. That diverse teams get better answers we also know inclusive teams get better answers we. All know that listening versus talking it all generally gets you a better outcome but communications honesty integrity. Trust worries in us all of those things sort of well melded into a servant approach to leadership as from my perspective one of the most at least what appears to be effective ways of maximizing the resources of a company so do you think. These themes can apply to companies that are a lot smaller than yours that don't have the resources that you have these universal principles or they have to be tailored somehow absolutely and as funny because I think of ourselves as being a medium-sized company. You look at the global playing field that we're up against and we have competitors or the quarter of the main employees our new head of HR that we recruited. From a retirement he worked for a company with 280,000 associates he had 60,000 his division he's got 15,000 principal so again I heard him sort of talk about small companies so many it's all relative this so our our largest. Customer base is small to medium-sized businesses as I said earlier our average size pension client 125 our average size life and disability customer is 44 oftentimes we know one thing's for sure the owner or sole proprietor or the partners they're the chief risk officer or the chief financial officer they're the chief human resources officer. So we need to make sure that we really have the mindset of understanding what small employers need by definition and when we have programs to. Support them we go into it from a position of strength because we have roughly a hundred and forty thousand small to medium-size customers that we interact with every day and the person we're interacting with isn't a CEO of a fortune 500 company it's not the chief human resources officer of a. Fortune 250 it is someone with very very different skill sets and so for that reason I think much of our leadership that we have and that we are orientations around small to medium-sized employers. Is very transferable to a sole proprietor or very small business. So in the final a couple minutes here just sure. Any thoughts you have for. People who emulate you or for people who want to work at this intersection between private business and public. Health and again there are a lot of folks. Out there who say these two worlds just can't talk to each other and we're trying to do this and having you has been so enlightening but how would you advise both worlds to work better together has been moved forward well I would tell you I like. The crossroads of my life of being in in in in the crosshairs of these two issues because I think they're both incredibly important that's the first thing I would say one of the one of the luxuries you have and working for a company that supports involvement and outside activities is to be. Involved with the partnership for healthy America and some of the brightest minds I can think about and what we're trying to deal with the issue of childhood obesity and it's a lot of very serious. Work Michelle Obama's been heavily involved. Dr. Gavin's been. Heavily involved but it's a group of professionals it's a it's a not-for-profit organization that recognizes these food deserts that occur in a lot of these major cities what can we do around making fruits and vegetables more accessible to individuals and you might. Ask the redan why would you be involved with an organization that's concerned about childhood obesity because there are all my customers sooner or later that is a group of people themselves their. Parents their grandparents their kids who become dependent on much of the products and services that we provide to degree that I better understand what those food deserts cost to how. We could eradicate it how we could do a better job communicating and solving some of those social issues the better off we're gonna be as a company but I can assure you this I'm a better person for having been involved in in that organization and I can say that about most all organizations. I've ever been been part of because this has become such a such a large issue public policy doesn't have the luxury of putting things in in silos because it cuts across all demographics a custom cuts across all lifestyles and business is going to have to have. To be there and there's a there's a quid pro quo either paid today and some sort of social tax or or pay it off in the future the last comment I would say in terms. Of just characteristics one of these I value in leaders and all workers is intellectual curiosity it's amazing to me how. Things that happen in biology or things would happen in chemistry and science think about them for a little bit you can see how they might impact your business and as we have this digital transformation. I really do believe you know we all read about the Industrial Revolution and and how Ford went about solving those problems we are right in. The crosshairs of the digital revolution and it's gonna change every single business and. If you don't have intellectual curiosity if you don't understand the impact look at just the announcements this morning between Microsoft and Walgreens look at the prevalence t' discussions between amazon and and berkshire hathaway and JP morgan. Health healthcare health expenditures is a big part of all of our lives and if you don't get your arms around it it'll consume us well this has been an absolutely fascinating interview and mr. Houston we're very very honored to have you here and thank you so. Much for being the first to kick off this series it's been a privilege an honor thank. You so much.


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American Financial Group, Inc. Announces Its Conference Call and Webcast to Discuss 2019 First Quarter Results - Watertown Public Opinion
American Financial Group, Inc. Announces Its Conference Call and Webcast to Discuss 2019 First Quarter Results Watertown Public Opinion CINCINNATI--(BUSINESS WIRE)--Apr 10, 2019--American Financial Group, Inc. (NYSE: AFG) expects to release its 2019 first quarter results after 5:00 p.m. (ET) ...
Thu, 09 May 2019 17:42:06 GMT
May 09, 2019 - Magnus Financial Group LLC Buys iShares Core S&P 500, Invesco S&P 500 Low Volatility, Madrigal Pharmaceuticals Inc, Sells VanEck Vectors Semiconductor, Invesco S&P 500 Equal Weight, Micron Technology Inc - GuruFocus.com
May 09, 2019 - Magnus Financial Group LLC Buys iShares Core S&P 500, Invesco S&P 500 Low Volatility, Madrigal Pharmaceuticals Inc, Sells VanEck Vectors Semiconductor, Invesco S&P 500 Equal Weight, Micron Technology Inc GuruFocus.com Magnus Financial Group LLC Buys iShares Core S&P 500, Invesco S&P 500 Low Volatility, Madrigal Pharmaceuticals Inc, Sells VanEck Vectors Semiconductor, ...
Mon, 22 Apr 2019 07:00:00 GMT
American Financial Group $AFG Technical Update - Stock Traders Daily
American Financial Group $AFG Technical Update Stock Traders Daily The American Financial Group (NYSE: AFG) update and the technical summary table below can help you manage risk and optimize returns. We have day, swing ...
Wed, 08 May 2019 11:49:30 GMT
May 08, 2019 - American Financial Network Advisory Services LLC Buys iShares Core MSCI Total International Stock ETF, iShares Edge MSCI Min Vol USA, Vanguard Total International Bond ETF, Sells First Trust Developed Markets Ex-US AlphaDEX Fund, iShares Floating Rate Bon - GuruFocus.com
May 08, 2019 - American Financial Network Advisory Services LLC Buys iShares Core MSCI Total International Stock ETF, iShares Edge MSCI Min Vol USA, Vanguard Total International Bond ETF, Sells First Trust Developed Markets Ex-US AlphaDEX Fund, iShares Floating Rate Bon GuruFocus.com American Financial Network Advisory Services LLC Buys iShares Core MSCI Total International Stock ETF, iShares Edge MSCI Min Vol USA, Vanguard Total ...