We created the Adient Leadership Expectation Model to

provide all employees with a global frame of reference.

Your leadership behaviors
By embedding it into our core people processes, all of serve as the foundation of
us will use this model to set expectations and measure

Adient
success in the following key areas: our culture and help drive the
> Performance management
company’s success. Going

Leadership
> Employee and leader development forward, they will empower
> Succession planning us to execute our strategy

Expectations
> Internal and external staffing and selection
and, most importantly,
The model defines the “Fundamental Six,” behaviors improve the experience of
required of all employees regardless of role or location,
a world in motion.
Model
and the “Leader Six,” behaviors required of all leaders
who supervise and those who lead teams, groups
and projects.

We encourage you to familiarize yourself with the

model, and to use it as an essential decision-making
guide for your day-to-day business activities.

Sincerely,

Bruce McDonald
CEO
Neil E. Marchuk
CHRO
 Integrity
Fundamental Six Displays strong moral principles and work ethic.
I L
Acts in an open, honest and consistent manner.
Does what is right even when it is difficult.
Takes responsibility for own mistakes. Respects
and lives our values.
> Integrity
Initiative and accountability
> Initiative and accountability
Demonstrates a commitment to effective
I E
performance by taking action and following
> Interpersonal skills through to get the job done. Holds self and
others accountable. Takes prompt action
> Individual development to accomplish objectives and achieve goals
beyond what is required.
> Inclusion and diversity
> Customer focus Interpersonal skills
Displays skills to work effectively with others.
I A
Demonstrates cross-cultural sensitivity/empathy,
maintaining open relationships. Considers
and responds appropriately to the needs and
Required by all employees regardless of role
capabilities of others. Communicates with impact.
or location.
Focuses on team building. Accepts and gives
> Necessary to sustain our culture direct, honest feedback.
> Each employee’s contribution to the overall success
of the company Individual development
> The minimum performance level required before Demonstrates curiosity and a persistent desire
entering a supervisory role for continuous learning. Uses change as a
I D
learning opportunity, integrating and applying
learning. Is self-aware and seeks feedback.
Builds on strengths and addresses weaknesses.
Inclusion and diversity
Recognizes the importance of diversity, variety
I E
of inputs and opinions. Leads and manages an
inclusive workplace that maximizes the talent
of each person. Effectively leads in a global
environment, across boundaries and cultures.
Customer focus
Makes customers and their needs a primary
focus of attention. Develops trust and credibility.
C R
Provides prompt and attentive service.
Understands and is responsive to customers’
objectives and needs. Quickly and effectively
solves customer problems.
Leads through change
Leader Six Displays the capability to adapt to new,
different or changing requirements.
Demonstrates ability to deal with ambiguity,
complexity and rapid change. Facilitates
the implementation and acceptance of change
within the organization. Has agility to adjust
approach when needed.
> Leads through change
Establishes pace and direction
> Establishes pace and direction
Establishes clear targets and pace for reaching
goals. Takes a broad perspective outside of own
> Attracts, develops and areas of impact. Identifies new ways to improve
engages employees the business. Develops and communicates a
strategy and course of action to accomplish
long-term goals and vision.
> Delivers results
> Enables effectiveness
Attracts, develops and engages employees
excellence Drives organizational performance though
attracting, developing and engaging employees.
> Reaches informed decisions Provides effective coaching to help others excel.
Sets meaningful performance objectives and
development plans for directs and teams. Conducts
succession planning. Builds effective teams.
Required of all leaders who supervise
and those who lead teams, groups or projects.
> Provides direction on how leaders should drive
Delivers results
Takes personal responsibility for performance
organizational performance
and business results of self and team. Has an
> Required for effective global leadership appetite for winning. Has a strong sense of
> Enables execution of strategic direction urgency about solving problems and efficiency
of getting work done. Expects to achieve goals
in the face of obstacles. Sets stretch targets.
Enables effectiveness / excellence
Aligns staff to goals, delegates effectively,
motivates others and gives clear direction.
Provides structure and designs environment
to enable success. Empowers and enables
teams to carry out and implement our vision,
mission and operational goals by effective
communication. Has discipline to process.
Reaches informed decisions
Makes timely and sound decisions. Compares
data from different sources to draw conclusions.
Uses effective approaches for choosing a course
of action or developing appropriate solutions.
Honors our values and uses them as guideposts
for decision-making.