THE FOUNDER’S VANTAGE POINT
Built by someone who was actually in the room.
Five years inside a single family office, turned into an independent governance measurement system.
WHY RIVERBANK
Riverbank Intelligence was built from something most organisational consultants never have: direct, continuous access to the space between capital ownership and portfolio company leadership.
Rachel Fung spent five years inside a single family office, where she sat at the intersection of ownership decisions, portfolio company reporting, and executive communication. She was the person through whom information moved between principals and the operating businesses they owned. That position gave her a direct view of every governance dynamic the system now measures:
How decisions were made, and by whom
How information was shaped before it reached the principal
How authority was distributed or assumed across operating businesses
How talent was managed and retained
How alignment between owners and executives was maintained or lost
The same structural patterns repeated across every portfolio company. Decision authority concentrated in one person. Information curated before it reached the board. Key institutional knowledge carried by individuals who could leave at any time. Strategic alignment assumed rather than tested.
Rachel Fung
Founder | The Friction Index™
These were measurable conditions. They were present everywhere. And they were measured nowhere. That observation is the origin of the Friction Index™.
FROM OBSERVATION TO PROOF
Together, these disciplines turn operating observation into governance evidence that can be tested, compared, and acted on.
MSc Business and Organisational Psychology
Edinburgh Business School, Heriot-Watt University
Five years inside a family office produced the observations. This programme provided the scientific infrastructure to turn them into a measurement system. The Friction Index™ draws on psychometric assessment design for its dual-rater scoring and calibration protocols, organisational culture and behaviour theory for its six governance dimensions, and clinical diagnostic methodology for the structured evidence collection used in every engagement.
BSc Psychology
University of Illinois at Chicago
The clinical and research training in this programme built the observation skills that the Friction Index™ depends on: structured interviewing across organisational levels, behavioural coding from live observation, and the ability to distinguish between what people say and what the evidence shows.
HOW THE EVIDENCE HOLDS
Every score follows a structured evidence chain with a documented reasoning trail. Diagnosticians are trained in clinical-grade protocols designed to separate observation from interpretation.
All dimensions are scored by two independent diagnosticians. Scores that diverge beyond a defined threshold trigger mandatory calibration before any result is finalised.
Every assessment draws on multiple independent data sources. Every score is grounded in converging evidence from more than one source.
Data sources carry different weight depending on their independence and verifiability. The hierarchy is applied consistently across every assessment.
The scoring and calibration protocols were developed from quality assurance systems used in high-stakes international assessment, where scoring consistency across thousands of candidates is mandatory. The same architecture of independent scoring, senior verification, and systematic calibration is applied to every governance assessment.
Each quarter, specific claims from the company’s board pack are selected and verified against source data. Discrepancies are classified by type.
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Organisational governance diagnostics for Private Equity funds and Family Offices.
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