1.  TMG Associates and Mikethecoach.org present: The case for maximizing your ROI on New Hires © TMG Associates

2.  30+ years Human Resource experience; 15 years of senior leadership coaching: VP and above  Education: Cornell University  Partners & Associations o Faculty Member for The Conference Board o Executive Transition Coaching for Navigator Executive Advisors  Sample LinkedIn ® Recommendations: o …He helped drive a culture change within our leadership team that has helped us become more transparent, more "real", and more effective… o His strengths lie in his ability to understand the business, assess talent, yield influence, provide effective coaching, build strong relationships and develop people…. o Tim is an incredibly insightful business professional. He possesses outstanding listening skills, which translate very effectively into his coaching skills….  Sample HR Positions: o Top HR Executive for $1.3B Honeywell SBE during $400M acquisition integration o DHR Operations at $3.3B SBU of AlliedSignal o Global Director Human Resources: Cytec Industries o DHR & Labor Relations Leader: Johns Manville 2 © TMG Associates

3.  40 years Human Resource / Labor Law experience; 25 years of leadership coaching at every level.  Education: State University of New York; Albany Law School  Sample LinkedIn ® Recommendations: o Mike Robilotto is the consummate professional. He is easily the most effective Director of HR I have ever worked with. … o Mike is the consummate senior HR professional. Equal to the best I've worked with in 20+ years.... o Michael is a wonderful mentor. He was instrumental in hiring me into a position with a Fortune 100 company law department... o What a delight Mike is to work with! In addition to being a seasoned, extremely knowledgeable Human Resources professional, …  Sample HR Positions: o VPHR for a $2.5B Fortune 1000 company. o VPHR for the largest provider of services to the US military. o Global Director HR for the second largest film manufacturer in the world. o Associate Labor Counsel for a Fortune 100 company. 3 © Mikethecoach.org.

4. “58% of new executives—those hired from the outside—don't succeed in their new position within 18 months” Michael Watkins, author of The First 90 Days Companies with best-in-class on-boarding programs report a 91% retention rate compared with 30% at the lowest performing companies: 2013 Aberdeen Report The Center for American Progress estimates the cost of losing an executive at 2X their base salary 4 © TMG Associates

5. TopicWorld ClassMost OrganizationsIssue(s) Quality of Hires Mostly A Players Too many B & C hires Few Hi Potentials Cultural fit Great in the interview Quality of On- Boarding Consistent Delivery Our first impressions are often disappointing Good intentions but we are so lean Quality of Integration Program Consistently Robust A sink or swim approach Should just get going! Lack resources & commitment. “We survived” mentality Time to Break Even Quickly Master Many struggle with complexity / how we do things here Focus on urgent and lack of integration support New Talent Retention Rarely an Issue Some painful failures; too many don’t fit in Hard to understand such a big miss 5 Too much pain and lost value from current state © TMG Associates

6. Candidate Assessment for Fit o Critical to success position attributes o Talent Insight Profile ™ : Multi-dimensional assessment o Expert evaluation interview Pre-Boarding o Clarity around expectations, key deliverables and team needs o 90 day plan for success Coaching for Success o Confidential phone coaching o Custom executive development session(s) New Talent Integration Process o Personal value statement / leadership credo o Facilitated meeting(s) with new talent’s team A focused resource can make all the difference 6 © TMG Associates

7. Candidate Insights  Stakeholders interview: shared clarity around success attributes, competencies, behavioral traits & cultural fit considerations  Talent Insight Profiles™: a clear view into candidate behavior styles, workplace motivators, values and leadership qualities  Evaluation Interview™: choices/judgments made over a lifetime, degree of self awareness, authenticity and leadership attributes Pre-Boarding (Prior to start)  Stakeholders conversation: build a shared consensus on key deliverables, expectations and team needs  90 day plan. Action plan around meeting key expectations, deliverables and team needs. Developmental plan from insights 7 A plan for success before they even start © TMG Associates

8. Coaching for Success  Confidential phone coaching: new talent always has someone to call  Feedback: Gather and discuss two way feedback on a regular basis  Personalized executive development program o Built on insights from assessment tools, interviews and feedback o Help new talent create individual development plan using company performance management forms / process New Leader Assimilation  Facilitated assimilation session(s): to accelerate and deepen relationship building with new talent’s team  Facilitate personal values statement: Help create authentic connections with their team 8 Accelerate the team development process © TMG Associates

9. ServiceManager / Sr. Professional DirectorVice President Talent Insight Assessment ™ Yes Evaluation Interview ™ TargetedFull 90 Day PlanYes Unlimited Phone Coaching 120 Days150 Days180 Days Personalized Development Program 2 Sessions4 Sessions6 Sessions New Leader Assimilation2 Hour Session4 Hour Session 4 Hour Session & Follow up Investment*$3600$5600$7200 9 Protect your new talent investment of $250K - $400K *Does not include cost of travel, materials, meeting rooms or other similar expenses © TMG Associates

10. Problem / IssueSolutionDeliverables High Turnover Inconsistent Performance Benchmarking Position ID key success factors including behaviors, motivators and competencies. Develop targeted selection process No Current Program Needs Refresh On-boarding Program Development How things get done, how your role fits in and company culture plus tools, policies and key processes Stretch Assignment Hi Potential Development Succession Gaps Coaching for SuccessExecutive coaching to enhance current performance and accelerate readiness for next role New / Project Team M&A integration Team Effectiveness Team Assessment & Development Administer Talent Insight Profiles™ & provide individual / group debrief. Team development workshops and individual coaching 10 Turn your problems into opportunities to perform © TMG Associates