1. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. 1 Denison Consulting Welcomes You To The

2. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. 2 Your Host for Today’s Webinar Bryan Adkins CEO, Denison Consulting

3. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. 3 Today’s Agenda  20 Min: Status check: Questions and comments on content Pre-Course Work Case Study and/or eWorkshop so far  45 Min: Case Study: Consumer Products Company  25 Min: The Denison Solutions, Your Pilot Surveys and Next Steps

4. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. Status Check What are your questions from what we have covered so far? 4

5. Mergers & Acquisitions Consumer Products Co. Case Study 5

6. The Background…  Merger of 2 consumer products companies – both over 50 years old – and former competitors  Organization’s leaders see value in using the Denison Model  Decided not to conduct Denison Culture survey just prior to - or immediately after the merger  ±6,500 employees (post-merger)  New leadership team is a combination of execs from each legacy company 6

7. Consumer Products Merger  How might you utilize the Denison Model without conducting the survey in the early stages of the merger*?  Are there areas of the Model that you would place greater emphasis? *Early stages = first 6 - 9 months of the integration effort 7

8. Mergers & Acquisitions Consumer Products Co. The Rest of the Story… 8

9. The 100 Most Powerful Women: Susan Ivey “For those history buffs among us, or for anyone who has ever played a sport or cheered for your favorite team…you know what it takes to win battles…you know what it takes to win championships. It is a camaraderie, an esprit de corps, a common interest. For us, its company culture – the way we think…the way we act…and the way we operate as an organization. Show me an army, a team or a company that has achieved greatness…that have been winners…and I’ll show you a group of individuals with a well-defined culture, brought together in a common interest, with clear goals and a passion for success.” Ivey has maintained the company's market share, and the company has consistently beat analysts' expectations. The stock has risen 33% since her post- merger takeover in 2004. 9

10. The First 18 Months… August-December New company – A Single High-Performance Culture Sales force integration Launched Core Values Immediate all-employee meetings Leadership Team offsite 100 Day Milestones celebrations Focus Groups Formed High Performance Culture integration teams 10

11. The First 18 Months… January - July Defined Vision and Roadmap First Denison Culture Survey focus on Empowerment and Creating Change Action planning ‘off-sites’ for each function Cross-functional Leadership classes Functional engagement plans created New performance management process rollout “Roadmap” exhibits installed 11

12. 9 Months Post-Merger

18. 18

19. The First 18 Months… August-December First annual “Employee Appreciation” week & picnic “Roadmap” exhibits installed Change classes for over 800 managers using mini-Denison 360 “Road to Rewards” pay & benefit changes finalized  New online tools, Q&A sessions on all shifts Denison Change Monitor survey launched 19

20. Did We Mention… Integration of 1,200 new employees, equipment transfers, facility closings Continuous Productivity Improvement initiatives launched Replaced 70 systems with SAP New business/portfolio strategy 20

21. More color and high scores are nice but… 21

22.  Stock price up SUBSTANTIALLY  Pre-merger stock price of $57.00  Immediately after merger $70.00  18 months after the merger: $104 -$115  Dividend up to $5 per share annually  Exceeded all key financial and market-share targets  Resulted in highest-ever performance bonus payout to employees 22 What Really Matters Is…

23. Who is Moving the Needle? 23

24. 24 Continuing to Develop & Sustain a High-Performance Culture The Change Monitor Growth Strategy Potential Targets Due Diligence Cultural Integration ‘One’ Business Develop and Sustain

25. Tracking Change Over Time 25

26. Creating Change 26

27. Empowerment 27

28. 28 Organization-wide actions (Empowerment & Creating Change) Functional Engagement Plans (Empowerment, Creating Change…1 or 2 others) Leader/Manager Actions (360 feedback, Personal Leadership Agenda) Functional Engagement Plans (Empowerment, Creating Change…1 or 2 others) The Parallel Path Approach to Driving Culture Change

29. 1.drive honest conversations among the collective about ‘the way we do things around here’ that… 2.lead to thoughtful actions and… 3.results in higher performance 29 Remember…Culture Data Should

30. The Denison Product Suite 30

31. Culture Change Solutions  Culture Survey (60 items)  Custom Content Modules  Customizable  Change Monitor pulse survey Leadership Development Solutions  Leadership Survey (96 items)  Change Monitor 31 Denison’s Core Products

32. The Denison Content Modules 32 Trust  Short instruments that may be added to the assessment process  Brief (5-7 items), reliable, and valid measures  Benchmarked against a database of organizations  Data reported in means and percentiles  Supplements the information provided by the DOCS  Short instruments that may be added to the assessment process  Brief (5-7 items), reliable, and valid measures  Benchmarked against a database of organizations  Data reported in means and percentiles  Supplements the information provided by the DOCS Engagement Commitment Innovation

33. Denison Change Monitor Surveys  Choose 2-3 indexes to resurvey  Implemented 3-6 months after initial survey  Increases accountability and follow through 33

34. The Culture Snapshot 34 Developed in Partnership with Leader OnBoarding

35. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved.  Increases probability of leader success and retention  Reduces the cost of onboarding new leaders  Faster integration  Increased employee satisfaction  Higher probability of organizational success  A subset of the standard culture survey (32 items)  Administered to a select group of raters early in a new leader’s tenure  Designed as a tool to build early understanding of the culture of the new leader’s operation, department, or unit 35 The Culture Snapshot

36. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. If you support New Leader transitions, you should attend the Culture Snapshot Workshop and learn:  The important role culture plays in New Leader success  A powerful way to partner with New Leaders in understanding, and taking action on, their culture  How you can mitigate New Leader risks and associated costs  Held at the Denison Headquarters in Ann Arbor, MI  Next Workshop is May 9 th, 8:00 am - 4:00 pm  Register on the Denison website: http://www.denisonconsulting.com/events/workshops/ culture-snapshot-workshop http://www.denisonconsulting.com/events/workshops/ culture-snapshot-workshop 36 The Culture Snapshot Qualification Workshop

37. The Denison Leadership Potential Report 37 Developed In Partnership with Hogan Assessments

38. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. The Leadership Potential Report Scoring Key 38 The Leadership Potential Report

39. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved.  Taking Hogan’s personality and values assessment results and mapping them to Denison Leadership Development competencies  Unlocks real power by combining personality and values with predicted potential leadership competencies  A detailed assessment report for use in selection and leader development  Different developmental recommendations based on combination of potential and performance scores 39 The Leadership Potential Report

40. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved.  Based on Hogan’s three main assessments:  Hogan Personality Inventory (HPI)  Hogan Development Survey (HDS)  Hogan Motives, Values and Preferences Inventory (MVPI)  30-45 minutes completion time  Generated on existing Hogan scores mapped onto Denison’s Leadership Development competencies  Reports generated through Hogan’s online platform 40 The Leadership Potential Report

41. Getting Started with Denison Consulting 41

42. Your Denison Solutions Pilot Package 42 25 person Denison Organizational Culture Survey Pilot 1 Person Leadership Development Survey OR Your pilot package includes the full survey of your choice, full report generation, and basic interpretation and feedback on results from a Senior Denison Consultant.

43. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved.  Learning the Basics  Understanding Denison’s Solutions  Selling the Solutions  Sample Proposals  Preparing for the Survey  Interpreting the Results  Linking to Denison  And more…………….. 43 Consultant Essentials

44. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. Project management  Communication plan  Translations  Survey customization  Survey administration  Monitoring  Report generation  Custom reports IT support  Technical support  Research  Custom item development  Custom report development  Qualitative analysis  Statistical analysis  Sampling  Mapping  Best Practices research  Internal benchmarking and custom composites 44 Solutions Project management IT Support Research support Denison Support Services  Support on presentations, proposals, and resources throughout client engagement  Analysis & debrief of results Consultant Essentials

45. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. Evaluations 45

46. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. Thank You! 46

47. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. Appendix 47

48. All content and images Copyright © 2012 Denison Consulting, LLC. All Rights Reserved. Leading Change Teaching Case North American Auto Supplier 48

49. Teaching Case Culture Results 2003, 2004

50. Thought Questions  What are some of the actions that you think accounted for the significant progress made from 2003 to 2004?  What are your recommendations for keeping the momentum going?