© 2003 SHRM SHRM Weekly Online Poll: December 2, 2003 Weekly Poll - Grooming Leaders Analyzing 359 responses of s sent, 1565 received (response rate = 22.9%). Fielded December 2 – 9, 2003; presentation generated on December 9, Margin of error is +/- 5.3%

© 2003 SHRM SHRM Weekly Online Poll: December 2, 2003 What is your HR department doing to help management groom future leaders? (Please select all that apply.)

© 2003 SHRM SHRM Weekly Online Poll: December 2, 2003 What is your HR department doing to help management groom future leaders? (Please select all that apply.) ChoiceCountPercent of Sample Designing succession plans % Developing leaders % Formal mentoring programs5816.2% Identifying potential leaders % Implementing/managing succession plans8624.0% Offering professional development opportunities % Tracking performance of potential leaders % Nothing7621.2% Other (please specify)205.6%

© 2003 SHRM SHRM Weekly Online Poll: December 2, 2003 Informal mentoring Consulting with line businesses to assist them in developing their succession plans Use of Executive Assessment Centers during selection of VPs and above (we use for both internal and external candidates). Providing Informal Opportunities for leadership. i.e. Activity Committee, Special Projects from time to time, Playing the "strong" second role for Team Leaders and Managers Informing management of employees demonstrating potential for advancement A specific curriculum of leadership courses designed specifically for our system required of all managers. Creating Talent Development Mgr position. This is a 1 yr rotation into HR for a business mgr. Use of Industrial Psychologist in Career Progression discussions New, small Company What is your HR department doing to help management groom future leaders? (Please select all that apply.) (Other – specify)

© 2003 SHRM SHRM Weekly Online Poll: December 2, 2003 Formal Training There is a formal program to develop leaders, however, this program is not administered by HR but by Administration assignments which stretch the leader into areas they have not been before. Formal Global Assessment Center for Executive Potentials Have previously done succession planning, but currently nothing. Track all training, courses, degrees and project skills on our system. Use this information to determine qualified candidates. We have an established goal to design and implement a succession plan by 2008 Restructuring Extensive training in the change process "Who moved my cheese", "Fish", "execution", and many other books and discussions. Offer Executive coaching as part of the professional development What is your HR department doing to help management groom future leaders? (Please select all that apply.) (Other – specify, cont’d)