RubinBrown: One Firm, A Tradition of Trust

Founders’ Values & Vision for One-Firm Culture

As the years evolved, RBG thrived by emphasizing open communication, trust, common language, and flexibility, as well as preventing separations between business units, often called “silos.” The results were good for business, yielding faster execution of strategies, better decision making, and stronger team dynamics. True to a one-firm culture, Harvey and Mahlon built a culture of teamwork in which business units were mutually supportive and had the flexibility to collaborate and respond to change. Stronger cross-organizational collaboration created greater value firm-wide, as well as an enhanced total client experience. Perhaps most significant in setting the stage for what now is known as RubinBrown’s one-firm culture was its appreciation for the value of the firm’s internal team. While recognizing that every individual is unique, the partners knew that anything was possible when everyone worked together. In a memorandum outlining long-range plans for the firm dated November 20, 1973, Mahlon Rubin wrote, “The perpetuation of this firm depends upon the development of young people with management ability. It is essential that we bring energetic, young and bright people into the firm...and continuously attempt to improve the quality of staff with continuing education and a diligent effort to continually motivate people.”

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