An Experiential Team Challenge

1. Nestle Team Build 22nd March 2014 An Experiential Team Challenge

2. On a good day … Insights - Four Colour Energies Competitive Demanding Determined Strong-willed Purposeful Driver Cautious Precise Deliberate Questioning Formal Analytical Caring Encouraging Sharing Patient Relaxed Amiable Sociable Dynamic Demonstrative Enthusiastic Persuasive Expressive

3. Insights - Four Colour Energies • On a bad day … Stuffy Indecisive Suspicious Cold Reserved Aggressive Controlling Driving Overbearing Intolerant Docile Bland Plodding Reliant Stubborn Excitable Frantic Indiscreet Flamboyant Hasty

4. SCLT Team Wheel AS MA MB AL TO’H GBo SG AD LK CB MJ DT GBr BW

5. Your personal energy mix.... • Energies above the half way point are most evident • Special focus on the most and least energies....

6. Your Preference Flow • Look at your position on the Insights Wheel in your Discovery Profile

7. Your Preference Flow Graph I – the Conscious Persona • that part of the personality where who we are interacts with who we are expected to be

8. Your Preference Flow Graph II – the Less Conscious Persona • the more instinctive “you” the “you” when you are not controlling the way you present yourself to the world

9. Your Preference Flow (middle graph) • the degree to which the public persona (who you see yourself to be) (Graph I) pulls you from your more instinctive “you” (Graph II) • determines which preferences are currently having a major impact on your work style and which are having less

10. Strengths • Good understanding of each other • Very clear on objectives • High energy • Work hard, play hard • ‘Social creativity’ • Togetherness – very supportive • Very open • No ‘hidden agendas on big picture’ • Huge experience and varied • More NIM than anywhere else • Hard working • Deliver • Think beyond SC • Seen as best practice in the world • Challenging • Good succession planning • Aspirational – people want to be on the SCLT! • Huge degree of trust • Welcoming to others • Very open to change • Take responsibility for problem-solving • Pride • Strong on process • No blame culture (?) • Youth and experience • Gender balance • Flexible, agile, adapt to change • Good engagement

11. Blindspots • Do not consistently use blend of preferences • Need to generate a funnel of ideas and prioritise them • Do not commit and then see through to the end • Green leader – drive for harmony = procrastination (e.g. conference) • Size of SCLT drives decisions out of the meeting • Debate dominated by a number of individuals • NIM vs NUK + CPUK • Don’t communicate enough what we are doing • Clicks within (pre-alignment) to decision (lobbying) • FRG Transparency • Insular – not too open to external SC input • Lack of diversity of the team • SCLT being demonised

12. Opportunities • Define the purpose and role of the SCLT and focus (scope in NIM/ not in NIM) • Define goal and then all align on one goal • Get subgroup to decide • Good communication strategy  drive engagement • Immediate conference issue • Align to engage the teams • Agree how to manage FRG (linked to first action) • Paradigm shift needed (put people first and think diversity) • External connectivity • Diversity • Long term visioning • Share skillsets and learn from each other e.g. Ireland market Other • No need to involve everyone in everything • Get blend right for the right task • Better understanding of each others’ perspective • Call out behaviours/ challenge over indexing • What is the right role/ size/ shape of the SCLT to best deliver – define this • What are we about – what is our end game? E.g. in G.C. much more productive • Use Insights diversity to deliver • Engage the ‘outsider’