Company: MSTR
Filing Date: 2025-04-28
Form Type: DEF 14A
Source: 0001193125-25-100720
Chunk: 40

Company: Strategy Inc
Filing Date: 2025-04-28
Form: DEF 14A
Chunk 40
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 President & Chief Executive Officer                |
| W. Ming Shao Executive Vice President, General Counsel & Secretary |     | Andrew Kang Executive Vice President & Chief Financial Officer |

All of these individuals constitute our “named executive officers” for 2024 (as defined in Item 402(a)(3) of Regulation S-K). General Philosophy and Compensation Objectives: Performance, Alignment, and Retention The goal of our compensation program for our executive officers is the same as our goal for operating the Company—to create long-term value for our stockholders. In furtherance of this goal, our executive compensation program is designed to achieve the following objectives:

| • |     | Individual Performance: reward, motivate, and provide incentives for exceptional individual performance and effective leadership by our executive officers; |

| • |     | Company Performance: reward executive officers for superior financial and operating results of the Company; |

| • |     | Stockholder Alignment: align our executive officers’ interests with those of our stockholders; and |

| • |     | Retention: attract and retain executive officers who may be presented with other professional opportunities. |

These objectives serve as the basis for determining the overall compensation of each executive officer, all in the context of general economic and industry conditions and Company performance. Key elements of our executive compensation program for 2024 that were designed to achieve these objectives included:

| • |     | Base Salary: a base salary for each of our executive officers (other than Mr. Saylor) designed to help retain and reward them for overall performance; |

| • |     | Annual Cash Bonus: a discretionary annual cash bonus target for our executive officers (other than Mr. Saylor) designed to help retain, reward, and motivate them based on a subjective evaluation of their achievement of strategic, operational, and financial objectives in their areas of responsibility that support our goal of enhancing stockholder value; and |

| • |     | Long-term Incentives: long-term incentives in the form of stock options, RSUs and PSUs granted to each of our executive officers (other than Mr. Saylor) under the 2023 Equity Plan, which are designed to provide them with long-term performance-based incentives that are intended to encourage retention and further align their interests with those of our stockholders. |

We also provided each of our executive officers with certain perquisites and other benefits in 2024 that the Compensation Committee and Mr. Le, as applicable, believed were reasonable and consistent with the objectives of our executive compensation program. Perquisites comprised the most