Tonya Braddock, Manager of Organizational Development Meritor, Inc.

1. Tonya Braddock,Manager of Organizational DevelopmentMeritor, Inc. • In 10 sentences or less, tell us about your profession, your organization, and your personal interests. • I’d describe my profession as organizational development – this includes change management, competency assessment & development, organization design & development, organization effectiveness, workforce planning & analytics and employee engagement strategies. • Most people don’t know that I have an engineering degree and worked as an engineer at GE for many years. • I’ve been with Meritor, Inc in Human Resources function for last 6 years. • Meritor is a global leader in providing innovative drivetrain mobility and braking solutions for original equipment (OE) manufacturers of trucks, trailers and specialty vehicles, as well as the related aftermarkets in the transportation and industrial sectors. Our global footprint in North and South America, Europe and Asia Pacific is represented by approximately 10,000 employees in 19 countries. • My personal interests include “reality” TV, period movies, playing golf and pretty much anything artistic and/or creative. • Why is organizational culture and/or leadership development a topic of interest to you? • I’m focused on org design & development and find org culture, leadership development, org design and development are all connected.

2. Tonya Braddock • How would you currently describe the link between leadership and culture? • Leaders set the tone and direction (vision/mission) and greatly influence the culture or how things are done at the company. • How would you define organizational culture? • How things are done in the organization and what is acceptable or not. • What do you hope to gain from this workshop? • Further insight into the Denison Model so I can effectively analyze the results we receive from the Denison Org Culture Survey. • Steer my organization through the action planning process so we can move the needle. • Do you have any pain points, challenges, or specific topics that you would like to have addressed during the workshop? • Would like to be able to tackle the “ok - now what?” After the results are analyzed, what next steps need to happen to ensure we move the needle? • Best practices – any best practices to share from clients? 2

3. Don Evans,President, DJE Holdings Ltd. • In 10 sentences or less, tell us about your profession, your organization, and your personal interests. • Work in partnership with Bennink Consulting, Portland, OR • Core focus - leadership and team development, organization culture change, strategy and performance management • Career Thumbnail - 31 years in telecommunications industry, started on shop floor, last ten years at Executive level • Life Change Moment - attended Harvard Business School in 1993, while there made decision to try something different in my future, returned to corporate for four more years then "retired" in 1997 to start DJE Holdings (1997 to present) • Highlights - helping leaders and organizations achieve lasting change, give half my time to non profits these days. Travel globally, some highlight work moments would be working with Police in Northern Ireland as part of peace process (2001 - 2005), doing   leadership development in China (2006 - 2010) and service excellence work in Lebanon (2000 / 2001) • Personal - married to Debbie, have daughter and two grandsons near home and son in Phoenix, AZ. Major passion for heritage railway preservation, enjoy photography, hiking, piano playing, 1967 Nova SS car • Why is organizational culture and/or leadership development a topic of interest to you? • Have always enjoyed the power of creating a culture in an organization and supporting it to deliver exceptional results. This is now part of the work that I do and am curious to look at the Denison model.

4. Don Evans • How would you currently describe the link between leadership and culture? • I feel it is a strong one - leadership can either support and nurture and effective culture or cause culture development to be stifled. • How would you define organizational culture? • It is the compendium of values, leadership, and practices of how things really happen in an organization. A functional relationship between the leadership, the people and the environment in which they work leads to the types of behaviors that occur and the results that are achieved. • What do you hope to gain from this workshop? • An understanding of the Denison culture assessment model and whether / how it can be used in a role of ongoing culture measurement. • Do you have any pain points, challenges, or specific topics that you would like to have addressed during the workshop? • Just Culture Measurement 4

5. Don NovessThe Highland Group • In 10 sentences or less, tell us about your profession, your organization, and your personal interests. • I am currently a Senior Consultant with The Highland Group. I have been with Highland for the past 7 years and before that I was a part of the United Research/Gemini Consulting organization for 20 years working with fortune 500 clients around the world. orkin partnership with Bennink Consulting, Portland, OR • Core focus - leadership and team development, organization culture change, strategy and performance management • My areas of specialization include operations, change management/mobilization, leadership alignment and sustainability. • The Highland Group is a global business consulting firm committed to delivering measurable financial results for our clients. Founded in 1991, we serve industry-leading companies around the world from our offices in North America, South America, Europe and Africa. • Our senior professionals bring extensive business experience from a wide variety of industries and disciplines, including cost optimization, engineering, maintenance, sales and marketing effectiveness, shared services, working capital management, supply chain management, finance and accounting, private equity value creation, warehousing and distribution, organizational development and more. • My personal interests include travel, cooking, motorcycles, biking, watersports, photography and design. • Why is organizational culture and/or leadership development a topic of interest to you? • Culture is a key component of change management, leadership and sustainability, which are key issues I deal with everyday in helping organizations improve their performance.

6. Don Evans • How would you currently describe the link between leadership and culture? • Each leader leaves a mark to preserve and/or influence culture, usually ever so slightly. Highland believes that reward and recognition practices are at the core of organizational culture. By understanding the reward and recognition practices, one may quickly understand the culture. The behaviors that leaders reward/reinforce tend to get repeated which can become part of the organization’s culture. • How would you define organizational culture? • Highland describes culture as “the distillation of the dominant executive or management style of those who have led and presently lead the organization”. • What do you hope to gain from this workshop? • I would like to leave with an in-depth understanding of how to interpret the OCS results into specific opportunities/needs and potential actions. I would also expect a better understanding of the relationship between the OCS and high performance organizations. • Do you have any pain points, challenges, or specific topics that you would like to have addressed during the workshop? • Please see previous answer. I would like to speak individually with a Denison Leader about how I am using the OCS with my global clients, a few of the challenges I have encountered and potential solutions to those challenges. 6

7. Stuart MorsePresident & Co-OwnerThe Morse Group (TMG) and Morse Fine Art Studios

8. Stuart Morse 8