Purpose of a Kickoff Session Clarify the reasons for the implementation Set expectations and orient people to the process Allay fears and concerns; answer questions Provide guidance on how to select respondents Outline process steps and timeframes Outline follow-up expectations Answer any questions

PROFILOR® Kickoff Session Name of Presenter Date

Agenda Korn Ferry your partner for the PROFILOR® Definition and Purpose of 360° Purpose and Benefits of The PROFILOR® Process Steps and Timing of the Process Facts about PROFILOR Feedback Confidentiality of the Process The PROFILOR® Competency Model Overview of the Feedback Report Choosing Respondents Avoiding Typical Rating Errors Distribution of surveys

Agenda Introduction Korn Ferry your partner for the PROFILOR® Definition and Purpose of 360 Purpose and Benefits of The PROFILOR® Process Implementation Steps and Timing of the Process Facts about PROFILOR Feedback Confidentiality of the Process The PROFILOR® Competency Model Overview of the Feedback Report Choosing Respondents Avoiding Typical Rating Errors Distribution of surveys

Talent is just the beginning. Let’s put it to work.

A heritage of innovation and growth 1969 1970s 1980s 1990s 2000s 2010s Firm founded in Los Angeles, CA by Lester B. Korn & Richard M. Ferry Speciality Practices include Board Services, High Technology, Retail 1973: First major US- based search firm in Asia 1974: Paris office opens 1975: Sao Paulo and Singapore offices open 1977: Merger with Hazzard & Associates expands Latin American market 1977: Fortune cites Korn Ferry as the world’s leading executive search firm Offices include Caracas, Frankfurt, HK, Kuala Lumpur and Sydney Speciality Practices expand to Healthcare and Education Offices in Bangkok, Buenos Aires, DC, Melbourne, Newport Beach, Seattle, Stamford 1984: Peter Ueberroth placed as Olympic CEO 1986: development of comprehensive computerised database Global footprint expands with offices in Central and Eastern Europe, North America, Latin America and Asia 1000+ employees 1993: videoconferencing introduced as recruitment tool 1998: development of innovative proprietary search software 1998: Futurestep launches 1999: Korn Ferry goes public First search firm to reach $500M in annual revenue; 500 global consultants 2000: e-Korn Ferry Executive centre launched Retained by Mexican President to assist in cabinet position searches Executive Coaching launched 2006-7: Lominger, The Newman Group and LeaderSource acquisitions 2009: Whitehead Mann Partnership acquisition #1 in global and US market share 2012: Global Novations diversity and inclusion firm acquisition 2013: PDI Ninth House leadership solutions firm acquisition FY14: $960M annual revenue – 41% of which was generated outside Search 2015: Pivot Leadership executive development firm acquisition

Global footprint ABU DHABI** GUANGZHOU MOSCOW* SYDNEY ALMATY* HAMBURG MUMBAI TAIPEI AMSTERDAM HELSINKI* NAIROBI* TEL AVIV* ATHENS HONG KONG NEW DELHI TOKYO ATLANTA HOUSTON NEW YORK TORONTO AUCKLAND IRVINE OSLO VANCOUVER BANGALORE ISTANBUL PARIS VIENNA BEIJING JAKARTA PHILADELPHIA WALTHAM BOGOTÁ JOHANNESBURG* PITTSBURGH WARSAW BOSTON KIEV* PORTLAND WASHINGTON, DC BRATISLAVA KUALA LUMPUR PRINCETON WELLINGTON BRISBANE LIMA PUNE ZURICH BRUSSELS LONDON QUITO BUDAPEST LOS ANGELES RESTON BUENOS AIRES LYON RIO DE JANEIRO** CALGARY MADRID RIYADH** CARACAS MCLEAN SAN FRANCISCO CHICAGO MEDELLIN SANTIAGO COPENHAGEN MELBOURNE SÃO PAULO DALLAS MEXICO CITY SCOTTSDALE** DUBAI MIAMI SEOUL DUSSELDORF MILAN SHANGHAI FRANKFURT MINNEAPOLIS SINGAPORE GENEVA MONTERREY STAMFORD GOTHENBURG MONTREAL STOCKHOLM * Alliance partner ** Satellite office

Leadership Development “Build the business, build the bench, build the culture, build the future”

Leadership Development The right leadership development can increase organizational value, build the leadership pipeline, and transform people’s careers. We help clients develop leaders who can solve today’s business challenges and activate successful strategies for the future. Differentiators A contextualized approach to leadership development that drives strategy execution Practical, applied, and highly relevant learning that engages the whole person Services Executive to Leader Institute, Chief Executive Institute and Executive Coaching Intact Team Development, Effectiveness and Coaching High Potential and Emerging Talent programs Customized Top 100 programs Core Products Korn Ferry Leadership Architect Korn Ferry Assessment of Leadership Potential Learning Agility Architect FYI For Your Improvement 360 Assessment

Four core pillars of Leadership Development 1 2 3 4 Treat leadership development as a journey. Service promotes purpose. Context is critical. Develop the whole person. Make development real and relevant. Focus on what leaders need to be and do. Move beyond transactional development. Leadership is not a solo act.

Nearly Every Organization Says: “People are our most important assets” Yes, nearly every organization says, “People are our most important assets.” But they don’t mean untalented people. – they are a pain in the asset! 6

What they mean is that… “Talented People are the Critical Asset” Of course, what they mean is that “Talented people are the critical asset.” 6

What is a 360 review? Multiple reviewers giving feedback from different perspectives on the same focus person by answering a series of questions about a person’s behavior at work. It provides a real picture on demonstrated work related behavior Having multiple reviewers helps to increase the objectivity of the feedback as it brings together a wider range of views. An answer to the questions “How am I doing on things that matter?” with useful information you can use to plan and improve Direct Reports Peers/ Colleagues Others/ Customers Boss Self

360° does not assumes that … 360° Assumptions 360° assumes that … 360° does not assumes that … Perceptions from co-workers (and not only from the boss) are important. Behaviors have important consequences on the working environment and thus on results. Practices and behaviors can change. Personality can change Perceptions is the only thing important at work All effective managers look alike

Purpose of PROFILOR® Support Current and Future Business Objectives Facilitate Organizational Change Efforts Identify Group Training Needs PROFILOR Upgrade the Organization’s Talent Pool Facilitate Individual Development Enhance Communication in the Organization

The Development Pipeline® Necessary conditions for real and lasting development

Steps of the Process (no boss approval) PROFILOR® Steps of the Process (no boss approval) Step 1: Communication/Kickoff Meeting Step 2: Initial Emails go to Participants Step 3: Participant Creates a Respondent List & Invitation E-mails are sent Step 4: surveys are Completed by All Step 5: Data Scored and Feedback Reports Generated Step 6: Feedback Sessions Step 7: Development Planning and Ongoing Development Step 8: Time2Change® measure (optional)

Steps of the Process (with boss approval) PROFILOR® Steps of the Process (with boss approval) Step 1: Communication/Kickoff Meeting Step 2: Initial Emails go to Participants Step 3: Participant Creates a Respondent List Step 4: Boss Approves the Respondent List Step 5: Emails go to all Respondents Step 6: surveys are Completed by All Step 7: Data Scored and Feedback Reports Generated Step 8: Feedback Sessions Step 9: Development Planning and Ongoing Development Step 10: Time2Change® measure (optional)

IMPORTANT DATES! Kick off Session - Today xx Month Year Participants Receive Emails xx Month Year Participants Create Respondent Lists xx Month Year Bosses Approve Respondent Lists xx Month Year (if applicable) Survey Completion Deadline xx Month Year Reports Available xx Month Year Feedback Sessions for Participants xx Month Year Development Planning Sessions xx Month Year Completion of Development Plans xx Month Year Time2Change Process Initiated xx Month Year

Facts About PROFILOR Feedback Facts About PROFILOR Feedback Its focus is on development. It acts like a 4-way mirror. Feedback is anonymous, except from boss. It measures “perceptions,” but not necessarily “truth.” It is comprehensive and specific. It provides normative comparisons. It gives you responsibility for your own development.

Confidentiality of the Process Online surveys are completed on a secure website Respondents’ names are not associated with the data Respondent feedback is anonymous, except from the boss Boss answers are not anonymous and are identifiable in the report Answers from Other categories (i.e excluding self and bosses) appear as averages in the report (and only if there are at least 2 answers in the category) The Feedback report is for development purposes only The participant owns the report and decides how much to share.

The PROFILOR® Wheel For Mid-Level Leaders Sample PROFILOR Model

The PROFILOR® Feedback Report I. Importance Summary II. Skill Ratings a. Skills Overview b. Perspective Comparisons c. Specific Question Results Composites Highest/Lowest Items III. Focus for Development

Choosing Respondents Choose people who will provide you honest, useful feedback. Choose people you have worked with for at least six months. Choose people with whom you frequently interact. Typically only one boss participates, you can select a maximum of 3 Except the boss, choose a minimum of 2 respondents from each perspective group to participate (we recommend 4 or 5 per group). Contact each of your respondents personally before distributing the surveys. Let them know: you value their perspective. their responses will be anonymous. only you will get a copy of the report. you really do want them to be candid.

If You Provide Feedback for Others Avoid these common errors: Compatibility error Perfectionism error Charisma error Recency error Central Tendency error “One Incident” error Compatibility error: This is the tendency to give higher ratings to those people who are most similar to ourselves and lower ratings to those people with differing styles than our own, rather than focusing on actual performance.   Perfectionism error: If we have perfectionistic standards of ourselves, we may have unrealistic expectations of others. Hence, we may rate others lower than they deserve. Charisma error: This is the tendency to rate people who we find of pleasing manner and personality higher than they deserve on everything, not just people skills. Recency error: If a person does an outstanding job the previous week or day before the Survey is completed, we may not consider his or her performance over the previous months. Hence, we may give higher ratings than are deserved. The reverse is also true. Central Tendency error: This is the tendency to give a person only “middle of the road” ratings, thus avoiding high or low ratings. “One Incident” error: This is the tendency to let a single experience (either positive or negative) disproportionately affect the rating that we give a person.

The PROFILOR®

Completing your Survey Online

Data Collection: Details of the Online Process You will receive an email from Korn Ferry PROFILOR (notify@datasltn.com) with directions, a unique User ID and Password, and a link to the website. Log on to the website to complete your Respondent List (list the names and email addresses of people you want feedback from). Complete your own self-survey. Each of your respondents will receive an email with directions, a unique User ID and Password, and a link to the website. The software system will automatically send reminders (every 7 calendar days) to those individuals who have not completed the survey

Data Collection: Details of the Online Process Boss Approval You will receive an email from Korn Ferry PROFILOR (notify@datasltn.com) with directions, a unique User ID and Password, and a link to the website. Log on to the website to complete your Respondent List (list the names and email addresses of people you want feedback from). Submit the list to your Primary Boss. Complete your own self-survey. Each of your respondents will receive an email with directions, a unique User ID and Password, and a link to the website once your boss has approved this list. The software system will automatically send reminders (every 7 calendar days) to those individuals who have not completed the survey

Automatic System Reminders Completing respondent lists (to Participants) – Every 3 calendar days Approving respondent lists (to the Boss-Approver of Participant if using Boss-Approval process) – Every 3 calendar days Completing surveys (Participants AND Respondents) – Every 7 calendar days with an additional email 1 day prior to survey due date Reminder final – (Participants AND Respondents) 1 day after survey due date and every 3 days until batch becomes inactive (reaches cutoff date – if different from inactive date) Admin Notifications Batch cutoff date warning is sent twice -  7 days prior and 3 days prior to the communicated survey due date (includes batch name)

Email to the Participant

Reminder to Participant to complete Respondent list

Participants and Respondents enter the site here. Participant Sign In Participants and Respondents enter the site here.

Initial Log-in: Languages available on the project will display Language Selection Initial Log-in: Languages available on the project will display Example – Actual data will vary For Multi-Lingual Projects (bypassed for English-only)

Create Respondent List

Creating the Respondent list

Search for a Respondent before adding Results will appear automatically. Example shows adding a „Boss“ respondent. 1. Enter the name of the person you wish to add. 4. Once you are finished click here. 2. Any hits in the search results will appear here as you type text in the fields. If the person you wish to add appears, click on “Add as a Boss“. 3. If your boss is not in the list, then select „Create new respondent as Boss“.

Data Privacy Consent form Part 1 Full Consent Text : Overview Many countries around the world have laws and directives which specify how personal data can be collected and used. These were created to help protect people from misuse of personal data. The European Commission’s Directive on Data Protection that went into effect in October 1998 has some of the most comprehensive data privacy laws. In order to comply with the Directive as well as other applicable privacy legislation, we ask everyone filling out a 360 (Multi-Respondent) survey to read the following letter of consent and indicate agreement to its terms. You will only be allowed to participate in the 360 (Multi-Respondent) process if you agree to these terms. As described below, the data collected will be retained in the U.S. for purposes of running reports and research. After three years identifying information will be removed and the data archived for research analysis and creation of group reports. Concerning collection of personal data in the 360 (Multi-Respondent) process Your employer has provided you with the opportunity to participate in a 360 (Multi-Respondent) instrument development program (hereinafter referred to as "360 (Multi-Respondent)") created by Korn Ferry. In connection with the 360 (Multi-Respondent) process, we request you complete the attached survey. When filling in the survey, you will be asked to provide personal data including: name, gender, career history, skills and education background. This document outlines the conditions under which your 360 (Multi-Respondent) documents and personal data will be collected, processed, used, transmitted, and stored, as well as your right to access and correct these documents and data. Please be sure to print, if applicable and retain a copy of this consent agreement for your records. Failure to consent will exclude you from the 360 (Multi-Respondent) process. If you agree to our use of the information as described below, please click the “I Agree / Enter the Main 360 (Multi-Respondent) Page” link, or sign Section 7 of your answer sheet. Concerning 360 (Multi-Respondent) instruments You are taking part in the 360 (Multi-Respondent) program either as a participant in the 360 (Multi-Respondent) process or a feedback provider (“Respondent”) for the Participant. 360 (Multi-Respondent) is a tool that provides participants with feedback on their job performance. The participant will learn what opportunities they may have to increase their effectiveness, and they will also discover what their Respondents consider to be their strengths. The 360 (Multi-Respondent) program consists of three phases: The gathering of personal information about the Participant resulting from online or paper surveys completed by the Participant and his/her designated Respondents; the processing of this personal information by computer to generate a feedback report to help the Participant with their professional development; and the interpretation of the feedback report. The surveys and feedback reports are collectively referred to as "360 (Multi-Respondent) Documents." Participation in the 360 (Multi-Respondent) program is voluntary. Your employer wishes to assure you that no adverse consequences will result from your decision not to participate in the 360 (Multi-Respondent) program. The personal information about you contained in the responses to the surveys will be transmitted to the U.S.A. and will be processed and stored confidentially by Korn Ferry, its affiliates and/or companies hired by Korn Ferry to process the data, acting strictly under the direction of Korn Ferry, in Minneapolis, Minnesota, U.S.A. Of course, only authorized personnel of Korn Ferry will have access to this data. The European Commission does not consider the U.S.A. to provide an adequate level of protection for personal data. However, as stated in this form, Korn Ferry will ensure the protection of your personal data in accordance with all applicable Safe Harbor principles, data protection and privacy laws and directives. The processing of your data and responses by computer will generate an individual feedback report. This report will be delivered directly to the Participant by a member of the Korn Ferry group or by a member of your own organization who is certified by the Korn Ferry group to run the program and help with its interpretation. These qualified persons are registered by name with Korn Ferry and are required to ensure confidentiality of all data. If you are completing an online survey, they will have access to limited information throughout the 360 (Multi-Respondent) process, including your name and the status of your survey. Unless you agree in writing, no information about you will be passed to third parties outside of Korn Ferry, its affiliates and agents other than to the certified individuals mentioned above. Data retention Your data, along with your name and/or e-mail address, will be stored in an electronic database maintained by Korn Ferry for a period of 3 years from the date when the feedback report has been printed. The reasons for keeping the feedback report data on computer in your name for a period of 3 years are to allow Korn Ferry to: • Re-run the feedback report (e.g., because the Participant misplaced it or because additional surveys may be returned late from the Respondents). • Facilitate re-use of 360 (Multi-Respondent), in case the Participant wishes to go through the process again at a later date and wants a report comparing the new result to his/her original result. • Go back to the original data and do several checks to make sure it was entered properly (e.g., if an inconsistency seems to occur in the report). After the 3-year period in which your feedback report data is stored in your name, that material will be systematically rendered anonymous so that it will not be possible to identify you directly or indirectly. The anonymous feedback report data will be retained on computer for normative and research purposes, allowing Korn Ferry and its agents to: • Prepare geographical region and/or country normative statistics. • Disseminate statistical information for research purposes and support ongoing research programs by Korn Ferry (e.g., on differences in managerial competence among countries, organizational levels, etc.). Korn Ferry conducts research on the data you share with us and complies with all applicable Safe Harbor principles, data protection and privacy laws and directives. Except as noted above, we will not release any information that identifies you but need some way to distinguish you uniquely from others that also allows us to add to your data over time should you participate in other Korn Ferry services/products. To that end, this 360 (Multi-Respondent) may contain four optional questions that will be used to create a unique identifier which will be matched to your name during the time in which your data is identifiable as being yours. Thereafter, the unique identifier will be used for research purposes without violating your privacy. Again, we use this data only for research purposes and will not release any data that can be used to identify you as an individual. We would appreciate your responses to these questions. During the time that your personal demographic data is identifiable as being yours, you will have the right to access it at reasonable intervals. If you consider any of your personal demographic data to be incorrect, you will be able to change them at that time. To do this, please contact Korn Ferry Global Products Division, 33 South Sixth Street, Suite 4900, Minneapolis, MN 55402, USA. Note to Participants: You agree to maintain the privacy of your Respondents as one of the conditions of participating in 360 (Multi-Respondent). Therefore, you will not be allowed access to data that specifically identifies or allows you to identify the Respondent who provided the data. This restriction is imposed in order to maintain the privacy of those who have helped to establish your profile. If you are a Respondent: Your responses, combined with those of others the Participant has asked to act as feedback providers, will give the Participant feedback about his/her job-related skills. You are asked to answer the questions candidly. If you are completing a paper survey, do not put your own name anywhere on the material unless you are the Participant’s boss. If you are the Participant’s direct report, peer/colleague or customer, your responses will be held in strictest confidence. So that confidentiality is maintained, responses from these Respondent groups will be reported as group data. If you are the Participant’s boss, your ratings will be identifiable in the Participant’s individual feedback report. In the event that more than one boss responds, your name or demographic information will be used to assist the Participant in identifying your ratings.

Data Privacy Consent form Part 2 – granting consent

Own Survey and overview of others to complete Participant Main Menu Own Survey and overview of others to complete

Examples on different devices Behavior Ratings Examples on different devices Screenview on tablet Screenview on laptop Screenview on smartphone

Example on where to change the language of the PROFILOR Behavior Rating Example on where to change the language of the PROFILOR

Completed by the Participant and the Boss only Importance Ratings Completed by the Participant and the Boss only Example – actual data will vary

Importance Ratings Distribution Example – actual data will vary The system will warn the Participant and Boss if they have not entered the correct importance distribution. Click OK to continue with selected distribution; click Cancel to make changes.

Demographic/Research Questions (for Norms)

The survey is submitted for processing. Submit Survey The survey is submitted for processing.

Confirmation Participants and Respondents receive a confirmation message that the data has been received.

Check Status of Response Rate

The last language in which a Participant has accessed the system will be the language used for the feedback report, unless changed by an administrator. Report Language

For Respondents Only

E-mail to the Respondent The e-mail contains instructions, the website address, and login information (user ID and password).

These questions are presented only to Respondents. Open Ended Comments These questions are presented only to Respondents.

Respondents have the option to decline a survey Apart from the Participant (Self) and his or her Boss Decline Once declined you will always have the option to accept again and provide feedback as long as the data collection hasn’t ended. undecline

Time2Change®

Time2Change® - Overview Re-assesses the behaviors you targeted for development, 6-12 months later. Short, follow-up 360 survey (typically only 2-10 items). Tailored to your specific development objectives (strengths and/or needs). Your respondents will be asked how much change they have observed in the behaviors you have been working on. Includes open-ended comments. Gives you direct feedback on how your development efforts are being perceived. Unlike your PROFILOR report, your Time2Change report is meant to be shared and discussed with your boss. Provides information on the aspects of your environment that are promoting or inhibiting your development.

Time2Change® with PROFILOR® Time2Change can provide you direct feedback on your development efforts following any development initiative that results in behavioral development objectives (360, coaching, training, assessment, annual development planning, etc.). Using Time2Change as a follow up to the PROFILOR 360: Complete the PROFILOR Receive development feedback & create a development plan Implement development plan activities Complete Time2Change Receive Time2Change feedback report of perceived change Share and discuss results with your boss/coach Make adjustments to your development efforts/plan as needed Separate Kick off slides for Time2Change now available – check Inside KF for the newest version

Any questions?