EMTEQ Organizational Development Introductions Jerry Jendusa 1989

EMTEQ Organizational Development

Introductions Jerry Jendusa 1989 BBA, Finance Major University of Wisconsin Milwaukee One of the Founders of EMTEQ after writing of a Business Plan in 1995 and receiving both Equity and Debt financing in April of 1996. EMTEQ is an aviation relation service and product company for cockpit, cabin and exteriors with applications in Corporate, Military, HOS/VVIP and Airline worldwide markets Wife Peggy and 3 boys Nathan, Joshua & Joseph

Overview 4 Founded: 1996 4 More than 430 employees globally 4 Markets Served: Air Transport, Military, Corporate, Head of State / VIP, Helicopter 4 ISO 9001: 2000 & EN / JISQ / AS 9100: 2004 Certification New Berlin, WI 4 FAA PMA Approved Facility 4 FAA/EASA Part 145 Repair Station Winnipeg KEY ACQUISITIONS 4 2002: Avitas Engineering – Miami, FL 4 2007: Flight Components – Switzerland 4 2008: ACS-NAI – Winnipeg, Canada Bachenbulach Miramar

Global Presence EMTEQ® LOCATIONS 4 EMTEQ®, Inc. New Berlin, WI USA 4 EMTEQ Engineering, Inc. Miramar, FL USA 4 EMTEQ do Brasil Taubaté, Brazil 4 ACS-NAI Ltd Winnipeg, Canada Montreal, Canada 4 Flight Components AG Bachenbulach, Switzerland 4 Sales Offices Worldwide PARTNER LOCATIONS 4 Cable Technology of Montana, Inc. Great Falls, MT USA

Products and Services 4 Aircraft Systems & Integration – Wire Harnesses – Integrated Installation Kits – LRU Installation Kits – RF Coax & Specialty Cable Assemblies – Specialty Cables: Ethernet, LAN, Databus 4 LED Interior Lighting & Cabin Comfort – Interior LED Lighting Systems – AC Outlets – Cabin Comfort Products 4 Exterior LED Lighting Systems 4 Design, Engineering & Consulting – Product Development – Equipment Mounting Trays & Rack Connectors – Engineering & Consulting – Panel Assemblies – FAA Certification & Repair Center www. emteq. com – Technical Support

Business Goals LEADERSHIP 4 Develop and Mentor other Leaders 4 Divide and Multiply EMTEQ Superstars 4 Manage the Process 4 Measure the Goals 4 Use of Business Tools 4 Elimination of Conventional Business Models & Structural Hierarchy 4 Eliminate commodity products by always adding value to the customer experience 4 Never satisfied with current state

The Need for Constant Change 4 Globalization – Gone are the days when companies created products at home and shipped them abroad ‘as is’ 4 Profitability Through Growth – The drive for revenue growth puts unique demands on an organization 4 Technology – Ideas & massive amounts of information are in constant movement – Not all technology adds value. But technology can & will affect how & where work gets done. – Make technology a viable, productive part of the work setting – Risk being swallowed by a tidal wave of data – not ideas

Business Differentiators – People 4 Speed and Accuracy – Bringing new products to market 4 Responsiveness – Treating each customer as if they were our only customer 4 Pursuit of Greatness – Not settling for average or good – customer demand to customer delight 4 Flexibility – High mix, low volume 4 Resourcefulness – Saying yes, then figuring out how to do it 4 Employee Empowerment – Front line employees make decisions 4 Team Spirit – What can we do to help each other 4 Value-Added Solutions – Providing not only what the customer asked for but also what the customer needs 4 Commitment – Doing whatever it takes 4 Pride in Workmanship – Exceeding customer expectations

Behaviors 4 Customer Demand to Customer Delight – Mind set to exceed customer expectations versus meet expectations 4 Flat Organization – Elimination of layers of management – Speed and efficiency – Push decision making down the ladder versus up the corporate ladder 4 Fierce Conversations – Willingness and ability to have brutally open and honest conversations 4 Talent Evaluation 4 Paring 4360º Reviews & Career Planning 4 Difference between a Manager and a Leader

Working ON the business Versus IN the business On the business In the business 4 Coach 4 Player 4 Motivate 4 Program Manage 4 Monitor 4 Do quotes 4 Facilitate 4 Win jobs 4 Study the market 4 Day-to-day problem solving 4 Planning 4 Purchasing 4 Succession Planning 4 Talent Evaluation 4 Study variances and act

Leader versus Manager

Netflix Nine Values 4 Judgment 4 Communication 4 Impact 4 Curiosity 4 Innovation 4 Courage 4 Passion 4 Honesty 4 Selflessness “We want to work with people who embody these nine values”

Teamwork. Can’t effectively be a change agent without everyone’s buy in. My supervisxr txld me that teamwxrk depends xn the perfxrmance xf every single member xn the team. I had trxuble understanding it until my supervisxr shxwed me hxw the xffice typewriter perfxrms when just xne key is xut xf xrder. All the xther keys xn xur typewriter wxrk just fine except xne, but that xne destrxys the effectiveness xf the typewriter. Nxw I knxw that even thxugh I am xnly xne persxn, I am needed if the team is tx wxrk as a successful team shxuld.

Talent Evaluations 4 Hi. Po Chart – High Potential Review of employees by team and overall company • Reviewed on a quarterly basis within team and annually overall 4 Superstar: franchise player for that position 4 High Performer: Consistently high performance but no more upside potential 4 Achiever: Good performance with a lot of upside potential (potential superstar) 4 Average Performer: Acceptable level of performance but little upside potential 4 Coach Up or Out: currently not achieving required level of performance 4 To Early to Tell: individual has not been in position long enough

Culture Index Survey – Team Dynamics 4 Measures Inherent Traits 4 Work-related Behaviors 4 Unbiased Format 4 Objective data vs. Subjective impressions Right Seats on the Bus

EMTEQ University - QU 4 Leadership Development – 9 month program – Leadership versus Management – Coaching Skills – Employee Empowerment – 3 rd class just graduated – Will enroll employees from other sites to spread the small company culture

1 Page Business Plan Process 4 Leaders determine team members (next level of leaders) 4 Input from strategic planning shared with teams 4 Site/Unit plans created – Drive toward enterprise level goals and targets – Customized Vision and Mission • Team determines how to reach enterprise goals – Defines / adds clarity to what employees should spend time working on – Structured to be flexible

Communication, Communication 4 Get rid of walls (imaginary and real) – Build functional, self directed teams – Create dynamic interaction 4 Daily stand up meetings for all personnel – Drive toward a common goal or shared fate – Create open communication environment – Use of visual and oral communication • Speak at a team visualization board 4 Elimination of departments – Eliminate us versus them thinking

Visual Plan Execution

What makes organizations special? 4 True employee empowerment – Empowered and able to make decisions that are good for the business 4 Communication redundancy and consistency – Tell them what your going to tell them – Tell them what you told them 4 Employee involvement – Create ownership at all levels – Build stronger, self directed teams 4 Sharing company “secrets”

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