Beyond Budgeting offers a proven and coherent alternative to serious problem in management today. The main purpose is not to get rid of budgets, but to take reality seriously, both the world around us and people in the organisation. The three different (and often conflicting) budget purposes of target setting, forecasting and resource allocation are not abolished, but separated and improved in ways not possible when all three are crammed into one annual set of budget numbers.

1. Beyond Budgeting – a new management model for new business realities The Statoil implementation journey Bjarte Bogsnes Vice President - Performance Management Development Chairman - Beyond Budgeting Round Table Europe -

4. Fortune 500 ranking (2011) - Social responsibility Innovation

5. Statoil financial performance – as we define it - RoACE – 2010 * Peer group: Anadarko, BG, BP, Chevron, ConocoPhillips, Devon, Encana, Eni, ExxonMobil, Lukoil, Occidental, Petrobras, Repsol, Shell, Statoil, Total. Source: Barclays Capital RoACE – 2009 Target Target Total shareholder return 2010 Target Target Total shareholder return 2009

6. Managing traffic performance - one alternative - Based on which information? Who is in control?

7. Managing traffic performance - another alternative - Based on which information? Who is in control?

8. Which is most difficult ? - In which are values most important? Which is most efficient ?

9. The world has changed – what about the way we lead and manage? - People Business environment Traditional management “ Theory Y” “ Theory X” Dynamic Stable

10. We must address both processes and leadership - Leadership Processes Beyond Budgeting “ Theory Y” “ Theory X” Dynamic Stable Relative and directional goals Dynamic planning, forecasting and resource allocation Holistic performance evaluation Rigid, detailed and annual Rules-based micromanagement Centralised command and control Secrecy, sticks and carrots Values based Autonomy Transparency Internal motivation

11. Companies on a similar journey - Classification: Internal 2010-09-10 ” I have been waiting for this for 20 years” (CEO) (Main Norwegian cases) (Some international cases) Europe’s most cost effective universal bank Beating the competition 40 years in a row

12. The Beyond Budgeting principles - Change in leadership Change in processes 1. Values - Govern through a few clear values, goals and boundaries, not detailed rules and budgets 7. Goals - Set relative goals for continuous improvement, don’t negotiate fixed performance contracts 2. Performance - Create a high performance climate based on relative success, not on meeting fixed targets 8. Rewards - Reward shared success based on relative performance, not on meeting fixed targets 3. Transparency - Promote open information for self management, don’t restrict it hierarchically 9. Planning - Make planning a continuous and inclusive process, not a top-down annual event 4. Organization - Organize as a network of lean, accountable teams, not around centralized functions 10. Coordination - Coordinate interactions dynamically, not through annual planning cycles 5. Autonomy - Give teams the freedom and capability to act; don’t micro-manage them 11. Resources - Make resources available as needed, not through annual budget allocations 6. Customers - Focus everyone on improving customer outcomes, not on hierarchical relationships 12. Controls - Base controls on relative indicators and trends, not on variances against plan

14. Key principles – Ambition to action - Performance is ultimately about performing better than those we compare ourselves with Do the right thing in the actual situation, guided by the Statoil Book, your Ambition to action, decision criteria & authorities and sound business judgement Within this framework, resources are made available or allocated case-by-case Business follow up is forward looking and action oriented Performance evaluation is a holistic assessment of delivery and behaviour

15. The CEO on Ambition to action -

17. Ambition to action example - Where are we going? ” Strategic objectives” How do we measure progress? ” Key Performance Indicators” How do we get there? ” Actions”

18. More than 1100 ”Ambition to actions” across the company - … ..and more

20. The journey continues ... -

21. The controller and the fisherman ... -