Org X Successor Chart Internal Candidates Incumbent Ready

Org X Successor Chart – Internal Candidates Incumbent Ready Now 1 Job Away 2 Jobs Away CEO X Y Z H K TOP POTENTIAL INTERNAL SUCCESSORS: CONCERNS & ACTION Person X Y Z H K Strengths Concerns Action Business development & operations, strategic thinker, respected within Org X, integrity, worked with funders, good listener, empathetic, hard headed, content knowledge across Org X’s spectrum, staff management, board relations Heighten external profile, needs to become more polished public speaker in presenting Org X, needs to project more authority and gravitas and inspire confidence externally, close deals with new funders CEO have exploratory conversation with X about whether she would be potentially interested in the future. If yes, then provide developmental experiences to address concerns Business development & operations, strategy, respected within Org X, knows Org X well, good with people Has previously expressed that he is not interested in being a Org X/CEO, that he does not want to be public face. Gap: Fluency with building EE world and policy, deeper content expertise. Maintain contact, monitor career Policy, DOE and policy experience. Strategic thinker, organization, good listener, empathetic, hard headed, content knowledge across Org X’s spectrum, staff management Fundraising, external inspirational leadership, big thinking/visionary, public face, gravitas/authority Provide opportunities for her to do more public speaking and fundraising Networking, strategic/ programmatic innovation, staff management, CRE knowledge, humor Closing “deals” fundraising, knowledge of codes, non-DSM utilities and residential Polish/diplomacy. temperament Create development plan within Org X to help address identified concerns Great judgment, quick study, hard worker, broad (but not deep) content knowledge Depth of content knowledge, Fundraising, external inspirational leadership, public face, gravitas/authority Create development plan within Org X to help address identified concerns © 2015 1 1

Org X Successor Chart – External Candidates Incumbent Ready Now 1 Job Away CEO J M L S 2 Jobs Away TOP POTENTIAL EXTERNAL SUCCESSORS: CONCERNS & ACTIONS Person Strengths Concerns Action Director Buildings EE Initiative at WRI. Knows Org Xs stakeholder group and is known in the field, city and global experience, projects authority, has fundraising experience, broad deep knowledge, good manager Has always had a boss, been program-focused and may not be very entrepreneurial, lacks blue sky leadership experience Monitor progress M Ex ORG A/ORG B/ORG C– knows policy world, values consistent with mission, knows funders. Had Acting Exec Dir experience at ORG B Not sure about depth of her people/organizational management experience. Probably not available – wants to be based in Colorado. Culture fit. issues Monitor progress, possible interim role L Director of Middle East Energy Practice, Navigant Consulting. V. good client, business development and strategic/networking skills, diplomatic, knows energy and DOE world Not so much buildings policy experience, not entirely sure about people management but imagine it is good, may not know funders so would have a learning curve Introduce S to another Board member and/or CEO People management experience. Respect for others’ ideas Monitor progress J S © 2015 2 2