1. Sysco Talent Management 1 Change Profile 0 25 50 75 100 Leading Change Creating a Shared Need Shaping a Vision Mobilizing Commit- ment Making Change Last Monitoring Progress Changing Systems & Structures How effectively are we dealing with key change elements as we implement?

2. Sysco Talent Management 2 Leading change Creating a shared need Shaping a vision Mobilizing commitment Making change last Monitoring progress Changing systems & structures Change Profile Definitions Sponsorship for the project is clear. Leaders publicly and privately commit to making it happen by garnering resources necessary to sustain it, and by giving personal time and attention needed to follow-through The reason for the project, whether driven by threat or opportunity, is widely shared through data, demonstration or diagnosis The desired outcome of the project is clear, legitimate, widely understood and shared There is a strong commitment from key stakeholders to engage in the project, make it work, and demand and receive management attention. Responsibilities are established and associates involved actively support progress through personal time, attention and learning Once the project implementation is started, it endures through implementation plans, follow-through and establishment of accountability. New learnings are transferred throughout Sysco Indicators and new behavior expectations are in place to monitor and measure progress; milestones are established and reached; benchmarks are set and realized Recruiting; development (Building Competence/Capability); measure and rewards; effective communication; organization design (Structure, Roles); information systems; resource allocation systems (Budget, Strategy, and Goal Setting)

3. Sysco Talent Management 3 Change Profile 0 25 50 75 100 Leading Change Creating a Shared Need Shaping a Vision Mobilizing Commit- ment Making Change Last Monitoring Progress Changing Systems & Structures How effectively are we dealing with key change elements as we implement? 2 of 3 at 50%+ 75%