SIX

Great conversation this morning moderated The Big Whale in partnership with Forvis Mazars Group about open blockchain infrastructure - the role it plays, where it fits and how institutions are currently using it. Thanks to Matthew Dawson ( Ethereum Foundation ), Rafael Mastroberardino ( Franklin Templeton ), and Marek Socha ( 21X ) for the insightful panel session Some of the highlights that stuck in my mind include: 💡the importance of understanding the specific on-chain assets : 📌tokenizing the Security (the underlying itself) 📌tokenizing the entitlement (a claim on the asset) 📌a mirror instrument (operational wrapper), or indeed 📌economic exposure via a tokenized synthetic 💡a core consideration for choosing a digital versus equivalent traditional asset remains 📌counterparty 📌balance sheet benefits 📌what “new features”, for example yield that the digital equivalent brings 💡Where are we today in the adoption by market in #DigitalAssets , what will it take to reach mass adoption and what will that look like: 📌Today while most Banks now have Digital Assets teams, today they are separate to the business. In a future state Digital Assets and traditional assets will be one team. 📌Today we have a small number of Asset Managers who have launched tokenized funds. There are several more in the wings. Once the next way of digital funds gains tractions we will start to see things moving more quickly 📌Today we see the market starting to announce tokenization of current assets, the next stage will move from just tokenization for distribution to the generation of value 📌As on-chain issuances start to be more widely adopted, they become systematically critical at which point resilience of the individual chain is critical 📌Latency on a par with traditional trading is crucial for on-chain trading at scale

A lot of leaders try to push performance. More targets, more pressure, more follow-ups. But in most teams, the issue isn’t effort. It’s what gets in the way. Things like unclear direction, decisions sitting too long, or too many steps just to get something done. The strongest leaders I’ve seen don’t keep adding pressure. They pay attention to that friction and start removing it.

It was a great pleasure joining the panel this morning. TradingTech Insight, from A-Team Group thank you for hosting. Privileged to represent SIX on the panel alongside distinguished Colleagues Simon Dove Niki Beattie Michael Stanley Jon Relleen

Great discussions, valuable insights, and fantastic teamwork at DKF 2026 in Munich. Proud to represent SIX together with such an engaged team — exchanging ideas on innovation, AI, and the future of financial information. A big thank you to everyone who stopped by for the conversations throughout the day. #DKF2026 #SIX #FinancialInformation #AI #FinTech #Munich

Finally crossed something off my backlog that has been there for years, and I achieved it on my first try. Feeling happy about this accomplishment 😊 🥳 . https://lnkd.in/e_b7iq7y

🌍✈️ Teaching My Girls about Diversity Through Travel A common topic in many workplaces is diversity, particularly gender diversity, but its significance extends far beyond that. The best way to achieve a truly diverse and inclusive future is to teach the younger generation about it. This is what I am trying to do with my girls and this one of the many reasons why we travel. Travel offers us a unique opportunity to experience different cultures firsthand, fostering empathy and understanding in ways that go beyond words. 1. Learning through Experience: Exploring new places exposes my girls to various lifestyles and traditions, helping them appreciate the richness of our world. 2. Cultivating Empathy: Meeting people from diverse backgrounds teaches them to see life through different perspectives, nurturing compassion. 3. Challenging Stereotypes: Travel breaks down stereotypes, showing my girls that differences enrich our lives and that everyone has a unique story. 4. Building Lifelong Memories: Our adventures create cherished memories and valuable lessons that shape their understanding of the world. By embracing diversity through travel, we not only enhance our family life but also contribute to a more inclusive future.

Excited to be attending the FISD event in Madrid 🚀 Join us for this unique opportunitty to attend the presentation by Santiago Ximénez and gain insights into where the industry is heading. Looking forward to insightful discussions on market structure, data, and the evolving financial information ecosystem. #FISD #BME #SIXgroup #MarketData #StockExchange

Leading the Talent Game at SIX—this week and beyond. At SIX , talent matters—and how we lead talent drives our high performance culture and strategy. This week, we launched our new Talent Management framework with our leadership team—moving forward as one with a more strategic approach to talent. Thank you to our CEO, Bjørn Sibbern , for opening the session and consistently championing the importance of talent at SIX. And to my manager, Dr. Hannah Zaunmüller , for her great trust and for the opportunity to lead this work and bring it to life. A highlight, in an afternoon marked by outstanding leadership engagement and high energy, was a panel with Severin Lüthi and Christian Marcolli . I truly enjoyed the conversation and learning from their perspectives across elite sport and leadership. As a former elite gymnast, this resonated personally and made it even more meaningful to be inspired by their experience. One key message stood out: leading top talent is not about stepping back. It requires close, intentional leadership to unlock full potential—of individuals, the team, and the organization—while keeping motivation, passion, and performance high. As highlighted in McKinsey research, organizations with strong talent management are up to 6 times more likely to outperform competitors—underlining the strategic importance of how we lead and develop talent. Thank you to our leaders for their outstanding engagement and commitment throughout the session and beyond, and to my team for going the extra mile—with creativity and great care—to create a meaningful experience for everyone in the room. 💬 Closing question Do you remember meeting a top talent—and what stood out to you about them?

A lot of leaders worry about investing in people who might eventually leave. In practice, the bigger risk is the opposite. When people stop learning and growing, they usually stay, but the team slowly loses energy and momentum. Strong teams are built by developing people well enough that they always have options. And by creating an environment where they still want to stay.