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1. Organizational
Development
Your Company Name

2. Performance Review & Development
2
Introduction 01
Performance Planning 02
Performance Coaching 03
Performance Feedback 04
Performance Review & Development 05
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3. 3
Performance Management Program
Project Background
Core Performance Criteria & Categories
02
01
03
Introduction
Your Text Here
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4. Background
4
Project Brief or
Summary
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Project Fund
$ 5M
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Duration
01st September, 2017 –
31st August 2018
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Objectives
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Expected
Outcomes
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Status
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Performance Management Program (1/2)
5
• Implement Action Plan
• Deliver Service
• Collect Data
Action
Delivering Results
Planning
• Strategic Planning
• Needs Assessment
• Action Planning
Planning for Results
• Record & Validate Data
• Analyze Data Results
• Communicate Results
Results
Reporting Results
• SWOT Analysis
• Resource Allocation
• Skill Development
Feedback Loop
• Program & Policy Decision Making
• Employee Performance Planning
• Fiscal Year Accounting & Budget Request
Feedback Loop
• Policies & Procedures
• Changes in Behaviors
• Process Improvement
Feedback Loop

6. Performance Management Program (2/2)
6
Begin
New Program
Discuss Goal Plan for
the Cycle
Commit
to/Affirm Plan
Check-in Conversations.
How are things going?
Affirmation
of Feedback
Discusses in
Review Meeting
Discusses in
Review Meeting
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Core Performance Criteria (1/3)
7
Priorities
N/A 1 2 3 4 5
Understand Work Responsibilities and Related Tasks
Finishes Work Assignments Precisely, Completely and on Time
Follows Proper Attendance Rules and Policies
Resolves Issues in a Productive, Safe and Effective Way
Is a Responsible and Acknowledges Responsibility for Own Actions?
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Criteria:
5 Being the Highest and 1 is the Lowest

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Core Performance Criteria (2/3)
8
Ratings
Job Knowledge
• Comments 1
Work Quality
• Comments 2
Attendance/Punctuality
• Comments 4
Initiative
• Comments 3
Communication/Listening Skills
• Comments 5
Dependability
• Comments 5
Overall Rating (Average the rating numbers above)
Key Poor = 1 Fair = 2 Satisfactory = 3 Good = 4 Excellent = 5

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Core Performance Criteria (2/3)
9
Evaluation
Criteria
Research Performance
Expectations
Teaching Performance
Expectations
Community Engagement
Performance Expectations
Not relevant
Unsatisfactory
Satisfactory but areas for
Improvement
Achieved
Exceeds Expectations
Key Does not meet expectations Below expectations Meets expectations Very Good Outstanding

10. 10
Types of Goals/ Priorities
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Project Background
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Goals Setting Process
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02
01
03
Performance Planning
Your Text Here

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Performance Guidelines
11
Skills Guidelines
Feedback
(Met, Not Met, Not
Tested)
Comments
Content Research
• Understands the topic objectives and research plan (what is required, how to find it, do we need to time box
the effort)
• Requests, pro-actively, for additional clarity when required
• Discuss with supervisors regarding content
• Plagiarism issues
• Your Text Here
• Your Text Here
Met Your Text Here
Quarterly Standards
• Accepts responsibility for outcomes (positive or negative) of one’s work; admits mistakes and refocuses efforts
when appropriate
• Level of dependency on co-workers in terms of tasks given
• Average number of tasks in a day
• Your Text Here
• Your Text Here
Not Met Your Text Here
Review Meeting
Standards
• Professionalism
• Uses professional language and refrains from using profanities in the office environment
• Conduct during review meetings
• Team Meetings
• Demonstrates an ability t clearly and concisely explain your thoughts
• Ability to implement changes discussed during review meetings
• Your Text Here
• Your Text Here
Not Tested Your Text Here
Time Management
• Complete assigned work in allotted time frame
• Inform Proactively
• Highlights any anticipated delays in advance
• When free, requests for additional tasks or volunteers to help others
Your Text Here Your Text Here
Supervisors Experience
• Make all the discussed changes during review
• Showcases good listening skills and accurately captures expectations and feedback on his/her task
• Your Text Here
• Your Text Here
Your Text Here Your Text Here

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Goals Setting Process
12
Specify tasks
and results
Set targets
or Standards
Outline time
frames
Determine the
measures
Prioritize
goals
Rate goal
performance
Coordinate efforts for
goal achievement

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Goals Setting Template
13
Specific Measurable Attainable Relevant Time-bound
• Encourage two-way
communication with
employees
• Decrease conflicts
• Your Text Here
• Your Text Here
Who? What? When?
Where? Why?
• Less attention in my
department
• Staff come to me when
they have problem
• Your Text Here
• Your Text Here
How will I know when it
is accomplished?
• Prioritize weekly
employee one on one
• Take training course
• Your Text Here
• Your Text Here
Can objectives
pertaining to the goal be
carried out? How?
• Better relationship help
our department reach our
overall department goal
• Your Text Here
• Your Text Here
How does this goal help
you to meet your overall
objective?
• All training and team build
activities will be
completed within the next
6 months.
• Your Text Here
• Your Text Here
Completed/milestones
achieved by end of
performance period
GOAL Building better relationship with the team
Smart Goal
• Through increasing communication and team building
• Your Text Here

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Types of Goals/Priorities (1/2)
14
ITEM P 1 2 3 4
To have a good understanding of organization’s business goals
To understand the steps needed to reach the business goals
To behave consistently with organization’s core values
To have understanding of how your job contributes to the organization
achieving its business goals
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Legend
Priority level. Larger boxes
indicate that an item is a
higher priority for increasing
engagement
Score is OK
Moderate to low score.
Potential problem area. Take
a closer look.
Low score. Problem area
Benchmark reference line
Frequency distribution of
responses. Red indicates a
high level of disagreement.
Freq.
P

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Types of Goals/Priorities (2/2)
15
Goal / Objective Action Steps Responsible Person Measured By Due Date
Improve Staff Performance
And Reduce Time Wasted
Looking for Information
1) Determine wait times by employee John Smith Manager Your Text Here 1st Jan
2) Meet with staff to determine best practices 5th Feb
Your Text Here 17th Feb
Your Text Here 23rd Mar
Your Text Here 15th Apr
Your Text Here Katie Brown Manager Your Text Here 30th Apr
Your Text Here 2nd May
Your Text Here 5th May
Your Text Here 14th Jun
Your Text Here
Your Text Here 27th Jun
Your Text Here 6th Jul
Your Text Here John Smith Manager Your Text Here 18th Jul
Your Text Here 2nd Aug
Your Text Here 13th Aug
Your Text Here 28th Aug
Your Text Here
Your Text Here 2nd Sep
Your Text Here Katie Brown Manager Your Text Here 6th Sep
Your Text Here 18th Sep
Your Text Here 6th Oct
Your Text Here 27th Nov
Your Text Here Zaira Khan Manager 23rd Dec

16. 16
Types of Goals/ Priorities
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02
Guidelines for Performance Planning
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01
Goals Setting Process
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03
Performance Coaching
Your Text Here

17. Employees Responsibilities
17
RACI matrix
Task Name
Employee
Name
Tom Emily Brian Lettie Johnny Harry
Market Research R C C A I
Advertising R A C I I
Storyboarding A R C I C
Funding C R I I
Design R A C I C
Production A R I
Distribution C C R A
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Accountable
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Responsible
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Consulted
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Informed

18. Supervisor’s Responsibilities
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01
Supervisor’s Name
Dan Marino
• Sets Goals and Objectives
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
02
Your Text Here
Nick Chen
• Plans, Gives and Directs Work
• Schedules Deadlines
• Accepts , Amends and Rejects
Deliverables
• Your Text Here
Katie Homy
• Allocates Funds and People; Approves Leave
• Approves and Schedules Training
• Appraises Performance and Assigns Ratings;
Approves
• Awards; Counsels Employees, Takes
Corrective Actions
03
Supervisor’s Responsibilities

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Do’s & Don’ts
19
Lecture the Employee
Mix Performance Appraisal and Salary or Promotion Issues
Concentrate Only on the Negative
Compare the Employee with Others
Your Text Here
Your Text Here
Focus on Performance and Development
Be Specific About Reasons for Ratings
Decide on Specific Steps to be Taken for Improvement
Focus on Future Performance
Your Text Here
Your Text Here
The Do’s The Don'ts

20. 20
Performance Feedback
Your Text Here
Multiple Sources of Feedback01
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Feedback02
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Your Text Here03
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21. Multiple Sources of Feedback
21
01 02 03 04 05 06 07
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Employee
Feedback

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Feedback - One to One Form (1/2)
22
Goals
Development
Concerns
Help Needed
Future Interests
Action Items
What project is the employee working on?
What challenges has the employee encountered this week/month?
What challenges has the employee encountered this week/month?
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
• Your Text Here
Pre One-on-One Notes
During the One-on-One
Post meeting notes and comments for next One-on-One
Topic ChecklistList at least 3 questions to ask the employee to ensure and effective
coaching session:
What project is the employee working on?
What challenges has the employee encountered this week/month?
What challenges has the employee encountered this week/month?
What challenges has the employee encountered this week/month?
What challenges has the employee encountered this week/month?
What challenges has the employee encountered this week/month?
What challenges has the employee encountered this week/month?

23. Feedback - One to One Form (2/2)
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Team Member Date
Department Time
Personal/Notes: (Spouse, Children, Pets, Hobbies, Friends, History, etc.)
Team Member Update/Notes:
Manager Update/Notes:
Future:
• What areas are ahead of schedule? • Your Text Here
• Where are you on budget? • Your Text Here
• Are you on track to meet the deadline? • Your Text Here
• Tell me about what you’ve been working on • Your Text Here
• Tell me about your week – what’s it been like? • Your Text Here
• How are you going to approach this? • Your Text Here
• What do you think you should do? • Your Text Here

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Feedback - Self Evaluation Form
24
What Were your Most Significant Work-related Accomplishments? (Include Projects, Assignments, New Skills or Knowledge Gained)
Your Text Here
Your Text Here
Your Text Here
What Didn’t you Accomplish that you Had Planned on Accomplishing? Why?
Your Text Here
Your Text Here
Your Text Here
How do these Accomplishments Relate to your Key Responsibilities and Goals for you and your Unit/Department?
Your Text Here
Your Text Here
Your Text Here
How will you Accomplish these Goals?
Your Text Here
Your Text Here
Your Text Here
What are your Goals for Next Evaluation Project?
Your Text Here
Your Text Here
Your Text Here

25. Performance Review & Development
25
Performance Review Form
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01
Performance Ratings
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02
Performance Improvement Plan
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03
Comments of the Supervisor
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04
Employee Development Program
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05

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Performance Review Form (1/2)
26
Productivity (5) =
Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets
by
(1) = Needs
Work
Completes Tasks
Shows Good Judgements
Looks for Efficiencies
Works Smarter, Not Harder
Meets Deadlines
Makes Realistic Goals
Communication (5) =
Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets
by
(1) = Needs
Work
E-mail Etiquette
Telephone Etiquette
Processes Received Information
Communicates Effectively Through Verbal Communications
Communicates Effectively Through Written Communications Such as Reports, Documents, Etc.
Listens to Others
Leadership (5) =
Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets
by
(1) = Needs
Work
Delegates Clearly
Establishes Clear Expectations
Resolves Conflicts
Brings out the Best in Team Members
Leads by Example
Finds Realistic Solutions
Acts Decisively, Meets Problems Head-on
Provides Necessary Resources
Personal Development (5) =
Exceptional
(4) = Exceeds
Requirements
(3) = Meets
Requirements
(2) = Gets
by
(1) = Needs
Work
Sets Challenging Goals
Even-tempered Under Pressure
Sets High Standards for Self

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Performance Review Form (2/2)
27
Characteristics
Quality Unsatisfactory Satisfactory Good Excellent
Works to Full Potential
Quality of Work
Work Consistency
Communication
Independent Work
Takes Initiative
Group Work
Productivity
Creativity
Honesty
Client Retention
Punctuality
Attendance
Technical Skills
Dependability
Goals
Achieved Goals Set in Previous Review?
Goals for Next Review Period
Comments and Approval

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Performance Assessment
28
Prof
Development
Prof Growth Action Plan Logistics Timeline
Discuss any required
training, coursework,
workshops, etc.
List employee
enrichment as a result
of achieving set goals
Detail the steps required
to achieve the desired
goal
Lis all budget,
equipment, and staffing
requirements
Provide predicted start
date and projected date
of completion
Starting Range or Crucial
0-3 Months
Middle Range or Significant
3-6 Months
Long Range or Useful
6-12 Months

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Performance Ratings (1/2)
29
Ratings
Particulars Poor Fair Satisfactory Good Excellent
Job Knowledge
Understand duties, responsibilities and has the level
of proficiency required to accomplish the work
Work Quality
Accuracy, thoroughness, dependability of results
Attendance
Reports to work as scheduled, follow established
procedures of break and notify supervisor in advance
of schedule change
Initiative
Ability to be self-directed, efficient, creative, and
resourceful. Assumes extra work on initiative and
adapts quickly new responsibilities
Work Attitude & Cooperation
Extent to which employee demonstrates a positive
attitude, and promotes cooperation which supervisors
and others
Dependability
Employee can be counted on to carry out instructions
and fulfil job responsibilities efficiently
Overall Rating

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Performance Ratings (2/2)
30
Knowledge of
Work
Needs instruction or guidance Has required knowledge of own
Exceptional knowledge of own
related
1 2 3 4 5
Understanding of all phases of
his/her work, the technology
field and related products
Comments:
Initiative
Lacks imagination Meets necessary requirements Unusually resourceful
1 2 3 4 5
Ability to originate or develop
ideas and to get things started in
regard to sales
Comments:
Application
Wastes time and needs close
supervision
Steady and willing worker Exceptionally industrious
1 2 3 4 5
Attention and application to
his/her work Comments:
Quality of Work
Needs improvement Has required knowledge of own
Consistently maintains highest
quality
1 2 3 4 5
Thoroughness, profitability and
accuracy of work Comments:
Volume of Work
Should be increased
Regularly meets recognised
standards
Unusually high output
1 2 3 4 5
Quantity of acceptable work
including sales figures Comments:

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Performance Improvement Plan (1/3)
31
Goals & Objectives During this Evaluation Period
Your Text Here
Your Text Here
Your Text Here
Achievements, Accomplishments and Responsibilities (Completed By Employee)
Your Text Here
Your Text Here
Your Text Here
Evaluation Completed by Supervisor (Completed by Supervisor)
Your Text Here
Your Text Here
Your Text Here
Strengths snd Areas for Development
Your Text Here
Your Text Here
Your Text Here
Suggested Career Progression Plan
Your Text Here
Your Text Here
Your Text Here
Goals & Objectives for Next Evaluation Period
Your Text Here
Your Text Here
Your Text Here

32. Performance Improvement Plan (2/3)
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Description of The Underperformance Your Text Here
Aim of The Performance Improvement Plan Your Text Here
Plan Start Date Your Text Here
Plan End Date Your Text Here
Improvement
Objectives
Success
Criteria
Additional Support
Required
Review
Schedule
Objective
Outcome
What, specifically must the individual do
to improve their performance to meet
expected standards?
How will you know when the
expected standards of
performance have been
met?
What additional development
or support does the individual
require in order that they are
able to achieve the expected
standards?
When will progress against
improvement objective be
reviewed? How will evidence of
progress be collected? Who will
review progress?
When will the final review of the
plan be undertaken and by
whom? What is the final
outcome? What action will be
taken if expected standards are
not met?
Enter improvement objective 1 Detail success criteria for
improvement objective 1
Detail the additional support
required to succeed in
achieving improvement
objective 1
Detail when progress against
improvement objective 1 will be
reviewed, how and by whom
Detail the specific consequences
if the individual does not achieve
improvement objective 1
Enter improvement objective 2 Detail success criteria for
improvement objective 2
Detail the additional support
required to succeed in
achieving improvement
objective 2
Detail when progress against
improvement objective 2 will be
reviewed, how and by whom
Detail the specific consequences
if the individual does not achieve
improvement objective 2
Manager: Date: Overall Outcome if plan objectives are achieved or not achieved:

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Performance Improvement Plan (3/3)
33
Duties & Improvement Required Expected Outcome/ Measurement Support & Dependencies
1
Such as, collection and collation of data to allow accurate
and timely reporting
Monthly: Data collection completed on time with 90
percent accuracy
Manager to review monthly
2 Such as, more timely maintenance of system spreadsheet
Monthly: Data collection completed on time with 90
percent accuracy
Manager to review weekly
3 Next issue in need of addressing Your Text Here Your Text Here
Review
Date:_________
Met/Not Met/Partially Met
Review
Date:_________
Met/Not Met/Partially Met
Review
Date:_________
Met/Not Met/Partially Met
1 Outcome: Outcome: Outcome:
2
3

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Supervisor’s Comments (1/2)
34
Current Responsibilities
Attach Job Description, Noting any Significant Changes
Performance Assessment
Evaluate Performance and Achieved Goals
Discuss Areas of Excellence Within Performance
Discuss Areas of Improvement
Develop Future Goals with Set Expectations
Comments & Approval
Provide any Additional Feedback

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Supervisor’s Comments (2/2)
35
Ability to Accomplish Responsibilities
Your Text Here
Your Text Here
Achievement of Goals
Your Text Here
Your Text Here
Your Text Here
Examples of Exceptional Performance
Your Text Here
Your Text Here
Your Text Here
Suggested Areas of Improvement
Your Text Here
Your Text Here
Your Text Here
Demonstration of Core Values
Your Text Here
Your Text Here
Additional Comments
Your Text Here

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Employee Development Program (1/3)
36
Employee Start Date: Date of last Plan Revision: Todays Date:
Week 1 Activities
Activity Description Active/Hold Point of Contact Status Comments
Active In Progress
Hold Completed
30 Day Activities
Activity Description Active/Hold Point of Contact Status Comments
60 Day Activities
Activity Description Active/Hold Point of Contact Status Comments
90 Day Activities
Activity Description Active/Hold Point of Contact Status Comments

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Employee Development Program (2/3)
37
Learning &
Development
Provide a Specific Description of
the Desired Changes (E.G. Skills) Your Text Here Your Text Here Your Text Here
Type of
Development
Course, Workshop, Conference,
Self Development(research
Reading Etc.) Coaching, Mentoring,
Job, Shadowing, Project Work
Your Text Here Your Text Here Your Text Here
Timescales
E.G. End of April, to be Completed
In the Next 6 Months, Over Next 1-
2 Years
Your Text Here Your Text Here Your Text Here
Who is
Responsible?
E.G. Staff Members, Manager Etc. Your Text Here Your Text Here Your Text Here
Further
Comments
E.G. Resource Requirements,
Additional Notes
Your Text Here Your Text Here Your Text Here

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Employee Development Program (3/3)
38
What specific workshops, seminars,
mentoring, continuing education, etc. is
needed?
What specific
competencies/skills of the
employee will be enhanced by
completing the goal?
What specific steps must the
employee take to acquire the
competency or skill?
Short Range
Critical development needs for present
Mid Range
Important for growth within present or
future position (2 years)
Long Range
Helpful for achieving future career goals
(3+ years)

39. 39
Performance Management
KPIS & Dashboard
Your Text Here
KPI Metrics01
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KPI Dashboards02
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Your Text Here03
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542
Performance
Reviews Initiated
368
Manager Rated
Performance Reviews
218
Calibrated
Performance Reviews
368
Performance Reviews
Completed
Performance Management KPI
Metrics (1/4)

41. Performance Management KPI Metrics (2/4)
41
24 10 20 15 30
Positive
Feedbacks
Negative
Feedbacks
Annual Appraisal
Pending
Meetings Attended
by Employee
Pending
Feedbacks
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Performance Management
KPI Metrics (3/4)
20%
Manager Review
60%
Self Review
40%
Template Assigned
30%
HR Review

43. Performance Management KPI Metrics (4/4)
43
Ready for Review
John Smith
Needs a Review
Kelly Carter
14
Days until your
Annual Appraisal
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3
Objectives
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2
Requests
for Feedback
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44. This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. .
Performance Management Dashboard (1/3)
44
80
170
90
60
100
20
40
60
80
100
120
140
160
180
200
Set Goals & KPIs Ongoing
Performance
Discussion
Performance
Rating
HR &
Management
Rating Review
Performance
Review
Completed
Performance Reviews by Current Review Step
45%
20%
35%

45. Performance Management Dashboard (2/3)
45This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”. .
Employment
Profile
Length of Employment 12
Retirement Date 2027
Time in Current Post 44
Time in Current Group 12
CPD &
Qualifications
Total CPD Hours 3
Enrolled Hours 1667
Qualifications 13
Number of Skills 0
Training
Profile
Approved Applications 15
Total Rejected 0
Total Attended 15
Total Not Attended 4
Appraisal
Profile
Targets Agreed 0
Targets as Needs 0
Targets Completed 3.5
Total Cost (All Elements) 0
4
Time in
current post
3.5
Time in
current post
3
Time in
current post
44
Time in
current post

46. Performance Management Dashboard (3/3)
46
Meetings attended
by team (QTD)
Attended
70%
All Teams
Quarter-over-quarter
+11%
(QTD)
Monthly Trend
(Last 3 months)
-7%
(QTD)
Engineering Team
Quarter-to-quarter
Monthly Trend
(Last 3 months
Engineering
Performance (QTD)
On Target
60%
Product Team
Year-over-year
-9%
(QTD)
Yearly Trend
(Last 3 years)
UX Design team
Quarter-to-quarter
+18%
(QTD)
Monthly Trend
(Last 3 months)
0
20
40
60
80
M1 M2 M3 M1 M2 M3
Product Team
Quarterly performance – last 2 quarters (QTD)
43
31 29
68
78
47
63
54
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0
10
20
30
40
50
60
70
80
90
Q1 Q2 Q3 Q4 Q1 Q2 Q3 Q4
Product 1 Product 2
2017 2018
Quarterly Team Performance – last 2 years (percentage
of goal)
Top & Bottom 3 teams – percentage of goals
(YTD)
90%
70%
65%
55%
60%
40%
Front end
UX Design
QA
Product
Bid Data
Analytics
Feedback comparison by team member
- my teams (YTD)
90%
Berlin Grey
75%
Jack Smith
68%
Tom Cruise
33%
Kristen Wilson
52%
Mohammed
60%
Kaira
75%
Chris Stolk
40%
Debbie
Jackie Fernandes
85%
Kelly Brown
80%
Top5
Positive
Bottom5
Negative
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47. Icon slides
47

48. Arial
Coffee Break
Ok, We Will Be Back In
15 Minutes.
48

49. 49
Stacked Bar
50%
65%
-15%
-9%
40%
50%
-19%
-3%
70%
60%
-15%
-10%
-30% -20% -10% 0% 10% 20% 30% 40% 50% 60% 70% 80%
Inpercentage
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changes automatically based on data. Just
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Product
02
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Product
01
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Product
03

50. 50
Stacked Column
20 18 20 30 40 50 60 80 90
25 45 55
62
68
75
80
85
90
30
30
40
50
70
80
90
110
130
0
50
100
150
200
250
300
2009 2010 2011 2012 2013 2014 2015 2016 2017
Inpercentage
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changes automatically based on data. Just
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Product
02
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Product
01
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Product
03

51. 51
Additional
Slides

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Our Team
52
Name
Here
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Name
Here
Name
Here
Name
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Name
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Name
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Name
Here
Name
Here
Name
Here
Your Text Here
Name
Here
Name
Here
Name
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Name
Here
Name
Here
Your Text Here
Name
Here
Name
Here
Name
Here
Name
Here
Name
Here
Your Text Here
Name
Here
Name
Here
Name
Here
Your Text HereYour Text Here
Your Text Here

53. Venn
53
01 02 03 04
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54. Lego
54
01
02
03
04
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55. Matrix
55
Technology
Oriented
Engineering
Oriented
Brand
Oriented
Asset
Oriented
HighLow
HighLow
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56. 56
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Mind Map

57. Hierarchy
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58. 58
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Idea Generation
I
D
A
E

59. Magnifying Glass
59
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30%
50%
100%

60. Thank You
Address:
# street number, city, state
Contact Number:
0123456789
Email Address:
emailaddress123@gmail.com
60