© 2011 General Electric Company

Leadership & Growth A presentation to Ondernemersplatform VKW

“A company’s success is based on three principles:

Talent, Governance and Innovation.

At GE, we are continuously perfecting this principle at

every echelon of our operations.”

Roland E. Teixeira de Mattos Country Executive & Growth Leader, Benelux

3 May 2012

Key statistics • About 300,000 employees

worldwide

• Operating in more than

150 global locations

• Only current DJIA company in

original index

• Rated AA+ with stable outlook by S&P

3 May 2012

4 May 2012

GE around the world

U.S. $70B

Canada & The Americas $13B

Europe $29B

Asia Pacific $23B

Middle East, Africa & Others $12.0B

2011 revenues total $147 billion with about 300,000 employees. 1 Includes U.S. exports to external customers 2 Includes $~5B from “Other Global” areas

4 May 2012

Building competitive advantage

Superior technology

Leadership in growth

markets

Services and customer

relationships

Margin expansion

Smart capital allocation

5 February 2012

Powering Moving Curing Building

For over 130 years

Our Leadership Philosophy

© 2011 General Electric Company

There’s no such thing as a 130-year plan.

At GE, leaders inspire others to be their best.

This is the foundation of our commitment to leadership development. We invest so much in our leaders because they make the people around them better.

And together,

Our culture drives our longevity. Our leaders drive our culture.

We prove ourselves before we lead others

We learn by doing because there is no better way

We build relationships and share knowledge

By leading at all levels, we work as one.

Leaders connect people with the processes that keep us all rising together.

We set clear goals and define how we want them to be accomplished.

We’re committed to developing leaders across the organization.

Our processes help drive results and build on experience.

Improving performance drives us all.

Every year goals and objectives are set for each individual, and their performance is measured against them.

Our G&O system ensures individual and organization goals are aligned and enables feedback throughout the year.

“Performance standards

are about simplicity

and accountability.” Jeff Immelt

CEO Blog, 2011

Our Growth Values show us how to perform.

Imagination

& Courage

External Focus Clear Thinker Inclusiveness Expertise

They are embedded at every level of the company and are supported by one unifying principle: always act with unyielding integrity.

At GE, leaders learn by doing.

80%

happens on the job:

challenging job assignments

stretch opportunities

visibility and accountability

candid assessment and feedback

Learning platforms help build on experience:

Crotonville Leadership

functional skills

business knowledge

20%

Leadership Programs target emerging talent and develop our future leaders.

some programs have existed for over a century

1/3 of our most senior leaders graduated from a Leadership

Program

3000+ on program today

100+ years

OMLP FMP EEDP ITLP HRLP

Business leadership and

industry domain program Controllership, compliance

and operations program

Accelerator programs help experienced leaders prepare for emerging challenges.

Sales and marketing leadership program

Corporate

Leadership Staff

Corporate Audit Staff

Crotonville is where GE leaders come together to learn from each other.

At Crotonville we inspire, connect and develop the GE leaders of today and tomorrow.

Crotonville establishes our leadership curriculum and is the heart of GE culture.

Munich, Germany

Rio, Brazil

Bangalore, India

Abu Dhabi, UAE

Shanghai, China

first corporate university founded

1956 1000+ customers

per year

90% of our senior leaders have been through Crotonville

5 global locations:

The LIR program lets our most experienced guide our most promising. The Leader in Residence program allows senior GE leaders to spend time at Crotonville to help develop the next generation of GE leaders.

The Employee Management System tracks goals and measures performance.

It includes tools to gauge: Accomplishments

Strengths

Development Needs

Career Interests

Development Plan

EMS is a chance for all leaders to assess and develop their strengths and plan the future of their career.

Current Assignment

Performance Growth Values

Rating Summary

Career & Development

Approve Appraisal

Session C helps us put the right people in the right places to meet our goals.

The process includes: EMS

9 Block

Succession Planning

Session C helps us develop our leaders and track the effectiveness of the entire organization.

Session C is a constant and robust process.

Functional Reviews

CEO Visits

Session C Wrap

GE Board Compensation

Committee Teleconference Follow Ups

CII Reviews

GE Board Review

9 Block helps ensure differentiation and develop talent within GE.

Excellent

Strong Contributor

Development Needed

Role Model

Excellent

Development Needed

EXCEEDS EXPECTATIONS

CONSISTENTLY MEETS

EXPECTATIONS

DEVELOPMENT NEEDED

DEVELOPMENT NEEDED

CONSISTENTLY MEETS EXPECTATIONS EXCEEDS EXPECTATIONS

Pe

rfo

rma

nc

e

Values

Unsatis-factory

Dev. Needed

Dev. Needed

21st Century Leadership Journey

Leadership Roundtable Leadership as it was and as it should be

Executive Development Class Global input on leadership

J. Immelt Dinners New leadership learnings

External research including HBR, CLC, Conf Board

Internal Dialogues What is a 21st century leader?

Leader in Residence Connecting established and emerging leaders

Contemporized Growth Values

Reimagining Crotonville Content , experience, environment

2009

2010

2012 +

Global New Directions Harnessing the next generation’s insights

2011

© 2011 General Electric Company