EXHIBIT 10.21
2000-2001 STRATEGIC INCENTIVE PLAN
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Purpose:                 To attract, retain, and significantly reward a select
                         group of individuals for the achievement of aggressive,
                         measurable standards of corporate performance. Payments
                         in stock are intended to assist participants in
                         achieving specified ownership guidelines and promote an
                         entrepreneurial approach to the business.

Eligibility:             Approximately 150 executives in the Company

Performance Period:      Two Years

Award Frequency:         Annually, performance periods will be overlapping.

Performance
Measures:                Groups
                         ------
                         Aggregate Brunswick Value Added (Division contribution
                         less working capital charge) (2000 and 2001) Strategic
                         Goals

                         Corporate
                         ---------
                         75% Earnings Per Share (EPS) (aggregate 2000 and 2001)
                         25% Strategic Goals

                         Brunswick Value Added is defined as Division
                         Contribution less a working capital charge. The working
                         capital charge is calculated by taking the average (13
                         point) month end gross working capital times the
                         working capital charge.

                         Gross Working Capital is defined as gross receivables
                         and gross inventory less accounts payable.

                         Gross accounts receivable includes trade and other, but
                         excludes notes, rental and lease receivables, as well
                         as receivable reserves. Gross inventory includes
                         finished goods, raw materials and work in process, but
                         excludes inventory reserves.

                         Business Unit Participants
Performance              --------------------------
Weightings:              For those participants with a target award of 100%:
                         Corporate Performance - 25%; Group BVA - 50%; Strategic
                         Goals - 25%.

                         For those participants with a target award of 75%:
                         Corporate Performance - 15%; Group BVA - 60%; Strategic
                         Goals - 25%.

2000-2001 STRATEGIC INCENTIVE PLAN
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                 For those Participants with a target award of 40%-60%:
                 Corporate Performance - 10%; Group BVA - 65%; Strategic
                 Goals - 25%.

                 Corporate Participants
                 For all Corporate participants: Corporate Performance - 100%

Relationship of Performance
to Payout:
                                                Payout Level as of
                       Performance Level         % of Target Award
                       -----------------        ------------------
                             120%                      125%
                             110%                      110%
                             100%                      100%
                              90%                       70%
                              80%                       50%

                 Bonus will not be paid below 80% level.

Target Award:    For those participants with a target award equivalent to 100%
                 of base pay, the award is denominated 100% in stock units.

                 For those participants with a target award equivalent to 75% of
                 base pay, the award is denominated 75% in stock units.

                 For those participants with a target award equivalent to
                 40%-60% of base pay, the award is denominated 50% in stock
                 units.

Payout Form:     The mix of payments under this Plan between cash and stock will
                 change as specified stock ownership guidelines are achieved.
                 Payments will be made in stock for that portion of the award
                 that is initially denominated in stock units as described
                 above.

                 Upon achievement of the ownership guidelines, the participant
                 may elect the form of payment, either cash or stock, with the
                 opportunity for voluntary deferrals.

Payment:         Bonus payments will be made after the year-end financial
                 results have been reviewed and certified by Arthur Andersen
                 LLP. Proposed bonus payments for Senior Executives will be
                 reviewed and approved by the Human Resource and Compensation
                 Committee.

2000-2001 STRATEGIC INCENTIVE PLAN
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Withholding:             Participants receiving a portion of their bonus payment
                         in stock may elect to pay Federal, state and local
                         withholding tax obligations to the Company in cash or
                         request that the Company withhold a number of shares of
                         common stock equal in value to the withholding tax
                         amount.