1. Passion in Our Workplace PassionWorks! Survey Company Findings January 2011.

2. Why Now? Support culture change work Assess available capacity in organization (extent to which discretionary effort untapped talent) Temperature check

3. PassionWorks!™ Model

5. What’s Your Profile?

6. About the Diagnostic Results reflect a point in time. Three-pronged Validation –Statistician –User feedback –Interviews/focus groups

7. About the Diagnostic 80 Individual Questions –40 on the conditions for passion (e.g. impact, values, feedback, communications) –40 on the phases (5 questions/phase)

8. About the Diagnostic 45 Corporate Questions –40 on the corporate environment –5 on key retention indicators

9. About the Diagnostic PassionWorks! Score: XXX/400 –The higher the score, the more probable your environment will generate a passionate team –275 or less will mean you are unlikely to be in a strong PassionFlow™ phase. Phase Scores: XX/50 –8 phases –Highest score 50/50 (only 5 in dbase for PF) –Range of intensity: 30-36/50 (lower); 37-43/50 (medium); 44+ (high)

10. Management Report Individual categories and high/low scores Corporate categories and high/low scores Key Retention Indicators with comments

11. 83% participation rate – a significant amount of PassionFlow™ upon which to build.

12. Opportunity to shift into a strongly positive score to take Company to the next level and secure retention of talent NEUTRAL POSITIVE NEGATIVE

13. PassionWorks™ Individual Driver Score is average. NEUTRAL POSITIVE NEGATIVE

14. Individual Driver Categories - Relatively happy with the conditions of immediate work environment & “self”. 8.90 I'm very clear on my personal values NEUTRAL POSITIVE NEGATIVE 9.05 I care about what I produce & how

15. Corporate Driver Categories - Quite low (with top question scores encouraging) 9.07 Quality of customer relationships important NEUTRAL POSITIVE NEGATIVE

16. Products & Services are held in relatively high esteem NEUTRAL POSITIVE NEGATIVE

17. Products & Services Mgt- 10/9 Mgt.- 8/7 Mgt.- 6 or less Emp.- 10/9 Emp.- 8/7 Emp.- 6 or less Excellence“as good as” Don’t know products First class/ Excellent Not as strong as compet- ition or are “average” Low knowledge ValuesSome products not great ExpensiveNB. Products mentioned more than service Low knowledge Price ClaimsLow knowledge across company Not very innovative

18. Focus Areas Retention Burnout Resources Communication 18

19. Retention is at risk, but recommendation is somewhat stronger NEUTRAL POSITIVE NEGATIVE

20. Place to Work 20 Mgt- 10/9 Mgt.- 8/7 Mgt.- 6 or less Emp.- 10/9 Emp.- 8/7 Emp.- 6 or less People ChangePeople HR Practices Compen- sation Compen- sation / Under- valued Environ- ment Compen- sation Opportun- ities Lack of Upward Mobility Excellence Vision/ Values

21. Risk of Burnout

22. People fairly happy with their immediate work experience / self, but resources a red flag. NEUTRAL POSITIVE NEGATIVE

23. Lowest immediate environment / self questions – less celebration and meaningful feedback. NEUTRAL POSITIVE NEGATIVE

24. … but people are not so happy with the corporate environment NEUTRAL POSITIVE NEGATIV E 4.83 Regular customer feedback

25. Recommendations STARTSTOPKEEP Priority Management Re-assess Resource Allocation Communicate/Get Feedback (in/out) Product & Service Training Succession Planning/Career Mgt. Measure & Celebrate Differentiate and Innovate Reengineering Making things equally important Avoiding performance issues Accepting complacency/low output Overwhelming key resources Values front & center (caring, supportive, family- focused, friendly, excellence) Auditing products / services for value Claims philosophy / processing Compensation benchmarking Having fun!

26. Next Steps Department Reports/Consultations Action Planning by Department Employee Seminars around “How do I find my passion at work?”