Finhouse – Magus Indexer Summary The charts provide a variety of insights into the nature of the Finhouse organisation, in respect of its capacity to adapt to a changing environment. These show differences by level and by department. By convention, Level 0 is the most senior level – the Managing Director or CEO. Lower levels do not refer to seniority or size of salary, but reporting distance from level 0. For example, in Finhouse, all Directors are in Level 1, but so is the MD’s PA and two financial specialists who provide advice on actuarial policy. Not all departmental charts are included in this presentation. In polar charts, the bigger the spike, the bigger the problem.

Finhouse – Resilience Index Note the lower index at lower levels

Finhouse – Resilience Index Distribution Note how a group of 17 people provided data that translates to an almost perfect index

Finhouse – all departments This chart represents an average – whose data generates a better picture, and whose a worse picture?

Finhouse – all departments The view from the top … close to perfection

Finhouse – all departments Not much different …

Finhouse – all departments Beginning to break …

Finhouse – all departments Problems beginning to appear …

Finhouse – all departments Serious problems appearing …

Finhouse – key departments Most of the Directors are accountants

Finhouse – key departments Note the similar pattern to Finance / Level 1

Finhouse – key departments Why the difference between two sales groups

Finhouse – key departments And Own Products Marketing?

Finhouse – key departments What is the problem with EU Sales?

Finhouse – key departments This group in the Call Centre does exactly the same job as the UK group

Finhouse – key departments Why the difference between two Call Centre groups?

Finhouse – Managers’ questions A mixed result – few extremes

Finhouse – Managers’ workplace contacts A good result – lots of good visibility

Finhouse – relationships with customers Even better – good, long- term relationships

Finhouse – approach to change Also looking good

Finhouse – first line supervisors Lack of clarity about role?

Finhouse – appraisal style Mixed, but some shared accountability …

Finhouse – appraisal focus … but mainly on short term, backward facing numbers

Finhouse – approach to failures Not bad, but a little mixed

Finhouse – management accountability Even more mixed, and more lack of clarity about roles?

Finhouse – operational decisions Sounds like managers are not taking on peoples’ decisions …

Finhouse – approach to profitability problems … until things start to go wrong …

Finhouse – performance measures … especially with those short term results

Finhouse – senior management style This is possibly where management gets too involved