1. Power Your
People
Power Your
Business
Leadership and
Talent Consulting

2. Talent
is NoT JusT an
HR issue.

3. CEOs rank talent as the
most important challenge
behind business growth
- The Conference Board CEO Challenge
Strategy for managing talent ranks
#1 on the CEO agenda
- PricewaterhouseCoopers 14th Annual Global CEO Survey
Up to 25% of high potentials
plan to leave their jobs in the next year,
compared to 10% five years ago
- Corporate Leadership Council Survey
It’s a CEo IssuE.
Korn/Ferry International 1

4. Talent Drives
Business Performance
Korn/Ferry is the industry leader in leadership
and talent consulting
Successful organizational change requires strong leadership and talent. However,
recruiting the right people is only the beginning. To sustain a high level of business
performance, organizations must be able to continuously adapt and change due to
today’s volatile, complex, and ambiguous market dynamics.
Korn/Ferry Leadership and Talent Consulting helps organizations link their people
strategy to their business strategy. And that is the ultimate competitive advantage.
2 Korn/Ferry International

5. Largest global footprint
u More than 300 worldwide professionals with u Expert qualifications based on our clients’
deep expertise in leadership, talent, and needs—from decades of consulting
organizations experience with C-level clients, to Ph. D.
rigor to support our research, to an extensive
u A global client roster from more than
bench of consultants with top government
20 countries including a third of the security clearance
Fortune 100
u Proprietary intellectual capital and core
u More than a dozen leadership, talent,
content delivered in eight main languages,
and organizational assessment options with additional capabilities in 11 other
administered by our global survey and languages
assessment centers
Broad leadership and talent
Deep content and expertise consulting solutions
u Capabilities rooted in a common language
In addition to Korn/Ferry’s deep heritage as
of talent leveraging the well-regarded the world leader in executive recruitment, our
Lominger competency framework, based on Consulting team serves Boards, CEOs, CHROs,
scientifically-validated research CLOs, and EVPs, as well as heads of OD and
u Market leadership in research and tools Talent Management with a full suite of solutions:
to assess, identify, and develop learning u Board Effectiveness
agility—the single best predictor of high
potential u CEO & Top Team Effectiveness
u Industry expertise in all major sectors u Integrated Talent Management
including Consumer/Retail, Technology,
u Organization Transformation
Financial Services, Industrial, Healthcare
and Life Sciences, Higher Education, and u Leadership Development
the U.S. Government & Enterprise Learning
We Are
Talent
Korn/Ferry International 3

6. Board Effectiveness
Korn/Ferry focuses on the behavioral aspects of
boardroom performance to help boards of directors
improve strategic decision making, manage risk, and
establish independent oversight of company results.
More Effective
Board Decisions
Board and CEO succession
A wide variety of research suggests that most boards do not devote sufficient time to
succession for the top leadership team. Korn/Ferry partners with boards and CEOs
to assess their members’ and the senior leadership team’s capabilities and establish
succession plans to support stable and orderly transitions.
Board alignment
Effective boardroom work demands a shared vision and understanding of a company’s
strategic direction, key competitive issues, and business priorities, as well as a clear
articulation of the board’s role in driving corporate growth and market success. Our
rigorous methodologies help boards align around these critical objectives.
Governance model
To truly lead and influence as a board member requires a keen understanding of
regulatory requirements and the associated business risk. Korn/Ferry assesses
for strengths and gaps that may impact the board’s ability to effectively govern the
organization and mitigate risk.
Board composition
An effective board combines breadth and depth of skills and varied perspectives
to provide strong governance and meet its obligations to shareholders. Our board
assessment and recruitment capabilities focus on maintaining appropriate and diverse
board composition.
Team effectiveness
With a deep understanding of the characteristics of high-performing teams, we use
several approaches including Team Architect® to bring clarity to the complex dynamics of
teamwork, enabling the board to fulfill its role.
4 Korn/Ferry International

7. CEo & Top Team Effectiveness
Working directly with CEOs and their top executive teams,
Korn/Ferry consultants help clients improve alignment on
strategic direction, position the right people in the right
roles, and build the leadership capabilities necessary to
deliver sustained business results.
Collaborative and
Capable Executives
Executive capability
Acknowledged by Fast Company as the “Mayo Clinic” of executive development,
Korn/Ferry’s Chief Executive InstituteSM and Executive to Leader Institute® are two core
elements of an extensive portfolio of approaches designed to accelerate the capabilities
and effectiveness of senior leaders.
Top team succession
Research shows two-thirds of global companies do not have disciplined and meaningful
processes for finding and nurturing the next generation of executives. Leveraging a suite
of approaches to assess for learning agility—the single most reliable indicator of high-
potential—Korn/Ferry is the industry leader in identifying and in grooming high-potential
talent for succession, a critical driver for sustained organizational performance.
Strategic alignment
Using rigorous, research-based methods, we help executive teams articulate and prioritize
their strategic initiatives, align roles and accountabilities with business strategies and
operating structure, and discern the organization’s tolerance for risk in order to achieve
essential goals.
Structure and governance
To operate effectively and seamlessly, senior teams need an appropriate work structure
and governance model. Are the right people in the right positions? Are the management
routines appropriate and efficient? We help senior teams assess structural and decision-
making issues and navigate toward more effective governance.
Collaboration and culture change
Diagnosing top team cultural issues is delicate work. Our experts bring out the best in
individuals and teams to help synchronize their vision, mission, and goals to provide
inspiring and focused leadership to the enterprise.
Korn/Ferry International 5

8. Integrated Talent Management
Korn/Ferry helps CEOs and CHROs to design
and implement integrated talent processes that
are aligned with strategy and leverage our deep
portfolio of research-based methodologies to
effectively differentiate talent.
sustainable
Talent Processes
Strategic alignment
Successful talent strategies are aligned with business needs, future-focused, and drive
integrated talent processes. We help organizations articulate their unique combination
of organizational capabilities and create an action plan that addresses gaps in workforce
needs and supply.
Talent processes
A common behavioral language is critical for integrated talent processes to successfully
support talent strategies. Using our Lominger-based processes and product offerings
we help organizations integrate talent processes focused on acquisition; performance
management; development; rewards and recognition; succession management and
deployment; and engagement.
Effective implementation
Four enablers support the effectiveness of talent processes: Technology, Talent
Management Governance, Culture, and Change Management/Agility.
Technology. Integrating all talent information results in effective, data-based
decisions. Korn/Ferry helps clients decide which talent management technology to use
and how to implement, optimize, and sustain full cycle implementation.
Talent Management Governance. An effective TM governance framework facilitates
efficiency and mobility across geographies and businesses. We partner with clients to
determine the right balance of consistency and control while maintaining agility for quick
adjustment to business demands.
Culture. Talent processes are most successful when they fit within the culture. Our
proprietary, research-based tools are used to diagnose organizational culture and align
it with talent processes and strategy.
Change Management/Agility. Successful and durable process change requires a
structured yet agile approach. Our change management model helps lead organizations
through their transformation to drive improved thinking and behavior.
6 Korn/Ferry International

9. organization Transformation
Using world-class, science-based methodologies,
Korn/Ferry consultants dig deep into a client’s
organizational DNA to help their people, teams,
and culture become more adaptable to change
and sustain their transformation.
Adaptability and
Execution
Strategic alignment and communication
Leveraging our Strategic Effectiveness Architect® approach, we help clients establish a
shared vision for change, which is critical to mobilizing resources so they can perform,
adapt, and grow in times of constant volatility.
Execution leadership
The right people with the right leadership competencies are required to translate strategy
into results. The foundation of our reputation is based on identifying the right leaders to
execute on organizational goals.
Organization design
Constructing the right organizational framework to align talent and strategy is an essential
foundation for sustainable change. We design organizational structures that bring out the
best in leaders and their teams.
Culture change
Inspiration and engagement are at the root of successful cultural change. Our structured
Talent Engagement Architect™ approach to employee engagement helps clients align
behaviors and actions in support of a new culture and environment.
Organizational agility
Creating the conditions necessary to adapt and thrive during the “change journey” starts
with leadership that is agile enough to react quickly to opportunities and disruptions. We
help organizations improve their agility through the differentiated development of their
people and systems.
Korn/Ferry International 7

10. Leadership Development & Enterprise Learning
Korn/Ferry is one of the world’s top consulting firms
for leadership development.We have maintained this
ranking by successfully helping clients identify and
develop their next generation of leaders into global,
strategic, and results-driven people, while fostering a
culture of learning.
A Pipeline of
Prepared Leaders
High-potential development
Less than one-third of high performers are high potentials. Korn/Ferry helps organizations
segment their talent using a portfolio of assessments including the recently launched
viaEDGE™ individual assessment of learning agility. High-potential development is then
built into the organization’s business strategy to support internal succession planning and
overall business performance.
Expedited leadership development
Whether the client need is a customized solution or a menu-based approach such as
Korn/Ferry NavigatorTM, our leadership development and enterprise learning programs
offer a comprehensive range of options to advance the pace of development implemented
in the client’s preferred learning mode.
Accelerated technical leadership
Talent development in critical business functions such as sales and business development
is also part of the Korn/Ferry enterprise learning suite of capabilities.
Culture and organization change
Creating a learning culture requires purposeful change management. Korn/Ferry’s learning
programs are designed to systematically engage an organization’s talent in the learning
process.
8 Korn/Ferry International

11. Ranked top 3 in Leadership
Development by Leadership
Excellence, three consecutive years
Awarded China HR Consulting
Firm of the Year, two consecutive
years
Selected as Bersin & Associates
Learning Leader, 2011
One in three top-ranked
business schools rely on
Korn/Ferry to develop their leadership
curriculum
Korn/Ferry International 9

12. Case
studies
Board Effectiveness
Global resources company
Challenge: This Fortune 50 company sought to strengthen its overall
board performance.
Solution: Korn/Ferry conducted a review of competence gaps within the
current board and recommended specific competencies to look for when
recruiting new board members. Key developmental feedback was delivered
to existing members to help strengthen their individual performance and
impact, and our consultants recommended changes to key operating and
governance procedures to enhance board/management team dynamics.
Outcome: This review resulted in: targeted board member recruitment as
part of planned and ongoing strategic board renewal; chairman coaching
of remaining board members; and specific development with the CEO
and management team to change operating dynamics and improve board
engagement with company issues.
CEo & Top Team Effectiveness
Top five pharmaceutical firm
Challenge: This top five pharmaceutical company was in the midst of fast
growth and culture change after the acquisition/merger of two businesses.
Retention and development of top senior talent was a major issue.
Solution: Korn/Ferry provided talent acquisition services for top global
positions, and onboarding and senior team effectiveness services to key
global executives.
Outcome: External hiring of senior talent fell by 57percent, and data
concerning quality and retention of external hires, as well as trust measures
of the senior team, increased significantly.
10 Korn/Ferry International

13. Integrated Talent Management
Global internet technology firm
Challenge: This leading global Internet technology company needed a
consistent executive coaching program for high-potential directors and VPs.
They also sought to accelerate the adoption of a new strategic leadership
model.
Solution: Korn/Ferry provided coaching that prioritized specific competency-
linked behaviors. Each executive’s progress was measured in initial, midpoint,
and final evaluations.
Outcome: Significant behavioral improvement in 90 percent of the coached
executives was observed, and alignment of coaching with strategy led to more
effective measurement of individual improvement.
organization Transformation
Leading nuclear energy provider
Challenge: This nuclear energy client needed a rigorous succession plan and
integrated talent management processes in preparation for the retirement of a
majority of its workforce.
Solution: Korn/Ferry created new performance management processes to
identify future leaders and critical skills gaps, aligned the business and talent
management strategies, and recruited critically needed managers.
Outcome: The leadership model is now tied to the business strategy,
targeted recruitment goals have been met for key positions, and there is a
succession planning system in place to develop future leaders.
Leadership Development & Enterprise Learning
Top 20 university and medical center
Challenge: This institution wanted to build leadership skills across the
university and medical center, with a focus on cultivating the next-generation
of academic leaders.
Solution: Korn/Ferry provided executive assessment and feedback sessions
for top leaders, and designed a Leadership Academy program of workshops
on three themes: Leading Self, Leading Others, and Leading the Institution.
Outcome: This school was recently ranked by Leadership Excellence
magazine as the 11th top university for leadership development; its U.S. News
rankings have risen by eight since the start of our partnership.
Korn/Ferry International 11

14. The Korn/Ferry story
The beginning Today
1969: A year of innovation The premier global provider of talent
In a global time of political, military, cultural, and management solutions
inflationary turbulence, the year 1969 had several For more than four decades, Korn/Ferry has
important milestones in world history. established industry leadership through a deep
understanding of people, culture, organizational
Man landed on the moon. A UCLA programmer
dynamics, and business strategy.
transmitted the first digital message over an
emerging network dubbed the Internet. And, on Today, we have evolved from our roots as the
November 14, 1969, two young entrepreneurs world’s top ranked executive search firm to being
with a shared vision pooled their resources to known as a trusted advisor delivering a wide range
establish a firm focused on delivering leadership of premier talent management solutions. We
to top organizations around the world. Stepping have elevated talent management to a business
into virtually uncharted territory, Lester Korn and discipline, infusing unique and proprietary
Richard Ferry founded Korn/Ferry International, science-based methodologies and approaches
and a new industry was born. to deliver unparalleled solutions to our clients,
including:
u Board Effectiveness
u CEO & Top Team Effectiveness
u Integrated Talent Management
u Organization Transformation
u Leadership Development &
Enterprise Learning
u Recruitment
12 Korn/Ferry International

15. As a result, organizations globally turn to Always
Korn/Ferry to support their most complex human
capital challenges—from finding their next CEO, A world-class leadership advisor and
to cultivating critical leadership capabilities, employer
to enhancing efficiency through recruitment
As an innovative industry leader, we know that
process outsourcing.
despite all technological advances of the past
It is a responsibility we take seriously and work decades, it is people who will always make
every day to meet with unsurpassed results and business work.
integrity.
We work closely with our clients to attract,
deploy, develop, and reward the very best talent
around the globe. We apply these same exacting
standards with our own people, striving to be the
premier career destination in the industry.
Korn/Ferry International 13

16. Asia Pacific
+65 6224 3111
EMEA
+44 20 7024 9000
Latin America
+55 11 2114 2222
North America
+1 416 365 1841
Lominger Global
Products and solutions
+1 952 542 1466
www.kornferry.com | www.lominger.com | www.kornferryinstitute.com 0112LTCBRO