1. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. LEA Sales Presentation August, 2010

2. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. LEA unique value propositions for customers oWell Documented The LEA tool is based on international research linking LEA results directly with business results oSimplicity The tool is based on only 13 statements, and results are easily accessed in a individual manager report oActionable Focus is on getting from insight to action, hereby optimizing the leadership and team efficiency oOrganizational Overview All managers in the organization will be performance evaluated and compared oStrategic Development Through departmental and organizational action plans oLong-term Commitment and Focus The survey is usually repeated 4 times over a period of approximately 2 years oUnderstandable Material LEA Reports give complete and easily understood feedback and information using graphs, charts and scores. Value propositions

3. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Page 3 LEA Unique Value Propositions for Customers oPerformance Linked to Results oSimplicity oActionable oOrganizational Overview oCreating Focus and Commitment Value Propositions

4. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Page 4 Why Did Leadership Equity Develop the LEA Tool? oMeasurement tool strongly related to business results oWe wanted to create a dialogue-tool that is: oEasy to understand oEasy to use for effective dialogue oEasy to convert into action oTo ensure optimal working conditions for direct reports oTo create effective leadership and followership Why LEA?

5. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Page 5 Why did Leadership Equity develop the LEA-tool? oBecause leadership is an essential question of creating the right boundaries and conditions in order to make others co-creaters of excellent results. To create effective leadership and followership. oBecause organizations need to focus on their managers ability to create results. oBecause we wanted to create a dialogue-tool which is: oEasy accessibile oEasy to overlook oEasy to use for effective dialogues oEasy to convert into action oBecause we have found many existing survey tools to have negative implications: oBlaming your manager for lack of satisfaction oLack of common purpose and therefore growing separation between management and employees oFocus on ”bad” managers and scapegoating Why LEA?

6. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Page 6 LEA’s Unique Value Propositions for Consultants oCertification oGlobal Reach oWinning Presentations oAdditional Sales oLong-Term Commitment Value Propositions

7. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. LEA Purpose Page 7 Purpose of Leadership Equity Assessment™ oThe purpose of Leadership Equity Assessment™ is to strengthen the managers ability to ensure perceived optimal working conditions for employees to create excellent results. oLeadership Equity Assessment™ can be used to: oCreate dialogue between manager and employees on optimal work conditions to create excellent results oTo establish consensus and motivation for which work conditions to focus on improving oTo decide on concrete action points along with initiatives for both employees and manager oTo measure the effect of the implemented initiatives oLeadership Equity Assessment™ is to be carried out a minimum of 4 times over a period of approximately 2 years. The long-term focus is to keep momentum and ensure results and development. ? ?

8. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Page 8 The Leadership Equity Assessment™ Profit Chain Business results InsightActions Working Conditions Customer Loyalty Top line (Revenue) Bottom line (Profit) Employee Turnover Strengths Feedback Expectations Resources Autonomy Purpose Mastery Innovation Review Execution Respect Followership 1 2 3 4 5 6 7 8 9 10 11 12 Leadership Equity Assessment™ Manager Action Plans Team Presentation TeamEmployees Implementation Helping 13

9. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. LEA Statements Page 9 LEA Statements - Direct Reports Foundation: 1.At work, I make full use of my strengths and competencies 2.At work, I get positive feedback and recognition almost every day 3.I know exactly what is expected of me in my job 4. At work, I have the tools and information I need Drive: 5.The influence I have on my daily work motivates me 6.The work I do is extremely meaningful to me 7.My job gives me the opportunity to become really competent at something that interests me Development: 8.The people at work inspire me to learn and improve 9.At work, I regularly discuss and review my development 10.At work, I have the opportunity to apply new competencies and skills Relations: 11.The people I work with treat each other with respect and compassion 12.The people I work with actively support the decisions we make 13.The people I work with can always count on each other for help

10. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. LEA Statements Page 10 LEA Statements – Managers’ Self Assessment Foundation: 1.I ensure that my direct reports can make full use of their strengths and competencies 2.I create a work culture where there is positive feedback and recognition 3.I ensure that my direct reports know exactly what is expected of them in their job 4.I ensure that my direct reports have the tools and information they need Drive 5.I ensure that my direct reports are motivated by the influence they have on their daily work 6.I ensure that my direct reports have the opportunity to work with something meaningful to them 7.I ensure that my direct reports have the opportunity to become really competent at something that interests them Development: 8.I create a work culture where we focus on learning and improvement 9.I ensure that my direct reports regularly discuss and review their development 10.I ensure that my direct reports have opportunities to apply new competencies and skills Relations: 11.I create a work culture where people treat each other with respect and compassion 12.I create a work culture where people actively support the decisions we make 13.I create a work culture where people always help each other

11. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. LEA Statements Page 11 LEA Statements – Direct Reports and Managers’ Self Assessment Foundation: 1.At work, I make full use of my strengths and competencies 2.At work, I get positive feedback and recognition almost every day 3.I know exactly what is expected of me in my job 4. At work, I have the tools and information I need Drive: 5.The influence I have on my daily work motivates me 6.The work I do is extremely meaningful to me 7.My job gives me the opportunity to become really competent at something that interests me Development: 8.The people at work inspire me to learn and improve 9.At work, I regularly discuss and review my development 10.At work, I have the opportunity to apply new competencies and skills Relations: 11.The people I work with treat each other with respect and compassion 12.The people I work with actively support the decisions we make 13.The people I work with can always count on each other for help Foundation: 1.I ensure that my direct reports can make full use of their strengths and competencies 2.I create a work culture where there is positive feedback and recognition 3.I ensure that my direct reports know exactly what is expected of them in their job 4.I ensure that my direct reports have the tools and information they need Drive 5.I ensure that my direct reports are motivated by the influence they have on their daily work 6.I ensure that my direct reports have the opportunity to work with something meaningful to them 7.I ensure that my direct reports have the opportunity to become really competent at something that interests them Development: 8.I create a work culture where we focus on learning and improvement 9.I ensure that my direct reports regularly discuss and review their development 10.I ensure that my direct reports have opportunities to apply new competencies and skills Relations: 11.I create a work culture where people treat each other with respect and compassion 12.I create a work culture where people actively support the decisions we make 13.I create a work culture where people always help each other Direct ReportsManagers Self Assessment

12. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Page 12 Typical LEA Flow Chart Sales Survey 1 Survey 2, 3, 4… Survey Preparation Contact Meeting(s) Contract Project Planning External LEA Coaching Unit and Team Presentations Coaching Preparation Coaches oDetailed timeline oCommunication plan oSurvey participants’ data Data Collection & Reporting oStrategic results oManager reports Strategic Presentation oOrganizational action plan oConsultancy services (optional) Internal LEA Certification Internal LEA Coaching Unit and Team Presentations HR oAction plans for unit and teams oCertified LEA coaches Deliverables: Survey Evaluation oRecommendations for next survey oAction plans for unit and teams Preparation of Workshops Unit and Team Presentations Manager Workshops Managers oCertified LEA Managers

13. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. How can LEA be utilized? oUtilize LEA as a Manager with a Team to: 1.Create dialogue between direct reports/employees and their manager on the conditions and prerequisites they have for creating excellent results in their daily work 2.Agree on specific conditions and prerequisites that have to be improved 3.Prioritize between the relevant areas of improvement 4.Discuss and agree on causes for unsatisfactory results, and to agree on specific actions/initiatives to be taken by the manager and his/her employees respectively 5.Make an initial action plan for local improvements Page 13 oUtilize LEA within an Organisation to: 1.Create an organizatinal overview of where potential is biggest for improving the working conditions for employees to create excellent results 2.Reach an agreement on which strategic developmental efforts to prioritize 3.Follow up on the effect of initiated efforts and improvements in the next LEA surveys Utilization of LEA

14. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. Hierarchic reporting 3 LEA Packages Page 14 oStrategic Package: oStrategic Presentation (Company) oTeam Ranking oDivisions Package: oStrategic Presentation (Department) oTeam Ranking oTeam Package: oLEA manager report oTeam Presentation 3 LEA Packages oStrategic Presentation Team Ranking oTeam PresentationoLEA manager report

15. Worldwide distribution by Persona GLOBAL, Inc. 2011. © Leadership Equity. How can LEA be sold? Page 15 Sales flow chart