©2010 CFA Properties, Inc. SMO/POIII Kickoff Meeting November 1, 2012

SMO/POIII Purpose & Expected Benefits The Purpose of the program is to equip newly promoted CFA People Managers with the skills they need to effectively lead their team. Expected benefits will be greater confidence on the part of the leader to effectively handle challenging situations. To help the leader grow and develop, to strengthen their leadership skills, to help them effectively manage in the CFA culture.

SMO/POIII Program Curriculum & Schedule We will run two rolling 12 month programs

SMO/POIII March 2013 The Following Three Months The Final Three Months October 2013 Program Curriculum & Schedule

SMO/POIII Program Curriculum & Schedule

SMO/POIII Program Curriculum & Schedule The first will start March 2013 and will cover the following o Program Kickoff o Leadership at Chick-Fil-A o 360 Assessment o New Leadership Assimilation

SMO/POIII Program Curriculum & Schedule The second will start October 2013 and will cover the following o Tasks e learning o Delivering Effective Feedback o Milestone’s briefing

SMO/POIII Program Curriculum & Schedule The following three months, we will cover the following o Interviewing skills o Diversity training o Sit Lead

SMO/POIII Program Curriculum & Schedule The next three months, we will cover the following: o Tasks e learning o Delivering Effective Feedback o Milestone’s briefing Graduation

SMO/POIII Program Curriculum & Schedule The next three months, we will cover the following: o Tasks e learning o Delivering Effective Feedback o Milestone’s briefing Graduation

SMO/POIII Program Curriculum & Schedule Throughout the year and at various points in the program, they will be participating in the following… o Leadercast & dinner o 3 Senior Leader talks o Cohort lunch & learns o Coaching o Directed study - (HMM, books, Manager Tools Podcasts) Pilot Results

12 Chick-Fil-A New Leader Onboarding Qualitatives Program Priorities or “tiers” Consider the following “tiers” from the target exercise, in assessing the core elements of the NLOB program: TOP TIER: (Most important and relevant): 1-on-1 Coaching - Offers a confidential sounding board for leadership counsel. Feels customized to help me grow as a leader through one-on-one instruction. 2 Hr Workshop with Scott - Engaging and entertaining presentation, helps me understand what it means to lead at CFA, which is different than leading at other organizations. New Leader Assimilation with Tammy - This enabled me to handle otherwise awkward leadership scenarios. (i.e. understanding communication styles) TIER TWO: (Still important and VERY relevant, but not as much as tier one): Sr. Leader Talks - Offers a real “face” and story to senior leaders at CFA. VERY encouraging to hear their stories and the history of CFA and how they became a leader. Leadership at CFA with Phil - Overall positive feedback - similar feedback to the session with Scott; engaging session, relevant content, learned what leadership at CFA means. 360 Degree Survey - Overall is helpful in offering a benchmark - but is vague in the results (2/3 split doesn’t tell me much) report. TIER THREE: (Needs Improvement or consider omitting): Kickoff Session - Overall too long and gives a perception that the program will be more work and time than it really is. Also needs more vision and results focus. HBR Readings - Content is overall good, but gets lost in which means less engagement of the material.

SMO/POIII Potential Candidates Should be people managers for the first time or at CFA o Responsible for performance review and development of that individual

SMO/POIII Manager & Participant Expectations & Time Commitment Manager will be given regular communication regarding what their direct report is learning. Manager is encouraged to have frequent discussions regarding current learnings Participant - the time commitment will be heavier on the front end to help the participant get ramped up and will taper off as the year proceeds. Many things (such as the lunch & learns and elearning) will be voluntary