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Driving Performance Through People

Gladys Williams-Tillmon2nd VP, Learning & Development

What are the implications if we don’t address this upcoming talent shortage?

• Our leaders will leave the organization through mass retirement, faster than ever seen at Aflac

• Competition for talent will be stiffer as other organizations also see retirement loses

• Internal leaders will not be prepared for larger roles, and results may suffer

• Too much external talent hired at once might negatively impact our culture and business

• We will lack the talent to execute on strategy

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What we are doing about this?

§ We are changing the way we recruit talent§ More efficient§ Better focus on the right

candidate

§ We are developing existing leaders and future leaders

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We must increase our ability to hire and develop great leaders

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If we don’t build leaders at the rate and volume we need…

…Then we trap ourselves in a box

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We have good people…

…but effective leadership can take us from good to GREAT!

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Bottom Line:

What does Aflac need to take the company to the next level?

Act now to sustain growth

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What do we collectively need to do to help make that happen?

§ Incorporate planning for talent into your strategic business planning

§ Make strategic human capital decisions to prepare for your future talent needs, and keep an eye for talent

§ Let direct reports know how critical attracting and retaining top talent is to our continued success

§ Be a champion of Leadership Development§ Identify the positions and talent in your area that are the

most critical towards driving business results – your Critical Workforce Segments

§ Communicate with Talent Managers about talent opportunities and challenges

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We’re drawing a line in the sand

§ Aflac is a great company that has had phenomenal success

§ We chose to step up to this challenge which will shape our future success

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Then… we met the Carrot People.

They were all about Recognition!

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What is Recognition?

§ Webster says: The act of identifying somebody or something on the basis of a past sighting or experience, the ability to do this, or the fact of being identified through having been seen or experienced before.

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How are we doing it?§ Aflac Way Honors§ Leadership Graduation§ Using O.C. Tanner (the Carrot People) to

get our leaders motivated and keep them engaged

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“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”

Jack Welch, Former CEO, GE

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Aflac Admirers§ Aflac has been listed as one of Fortune's "100 Best Companies to

Work for"® for nine consecutive years. § Top 125 Companies - Training Magazine for nine consecutive

years§ 100 Best Companies for Working Mothers—Working Mother

50 Best Companies for Women—Fortune § 35 Great Places to Work for African-American Women—Essence § 50 Best Companies for Hispanic Women to Work-LATINA Style§ Fast Facts on Aflac Workplace Diversity

• Women account for more than 50% of Aflac's management (supervisor level and above) • Almost 70% of Aflac employees are women • Women account for over 30% of our senior executives (VP and above) • Minorities make up over 40% of Aflac's workforce

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How does Aflac find the momentumto keep going?

§ Sustained Focus§ Executive Leadership Involvement§ Celebrate Successes§ Adjust as Necessary

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So…what’s next?

Sustainability

§ Continuous Education Modules§ Leadership Feedback Questionnaires§ Talent Reviews

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Final Thoughts

It is up to us to make it happen!

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