AN EXECUTIVE BRIEFING

Implementing and Managing Change

Using

The Leadership Architect Suite of Tools

provided by

Jerry A. Kaber, Ph.D., The Strategic Alliance Group

The LEADERSHIP ARCHITECT Suite

Competency-based Human Resources Management
Produced by Lominger Limited, Inc.

Lominger Limited, Inc.

Lominger Limited, Inc. (LLI) was founded by:
Dr. Michael M. Lombardo, former Director

of Leadership Development Research at the Center for Creative Leadership

AND

Dr. Robert W. Eichinger, former

practitioner at Pepsico and Pillsbury

Both are recognized authorities on leadership research.

Lominger Limited, Inc.

LLI has additional relationships with:
Dave Ulrich, Professor of Business

Administration at the University of Michigan, noted author and HR strategist.

Cal Wick, noted teams researcher

of Wick & Co.

Randy White, noted change researcher and

co-author of The Future of Leadership and Breaking the Glass Ceiling.

Lominger Limited, Inc.

JERRY A. KABER
YOUR HOST For This

Executive Briefing

Lominger Limited, Inc.

Jerry Kaber, Ph.D.
Qualifications Jerry has had significant management consulting experience in leading domestic and international engagements central to assisting leaders in effectively managing incremental to radical change processes for growth and performance. Using a portfolio of seasoned capabilities, Jerry has designed large-scale change processes to guide the transformation necessary for creating competitive advantages for client companies. Experience Special knowledge in strategic planning, organizational design/restructuring, organizational behavior and development has been greatly advanced by Jerry while providing pragmatic solutions to business challenges. His most recent work has been in leadership results and management development, strategic human capital planning, and organizational core capability alignment to achieve world class capability. Employment History Strategic Planner, U.S. Defense Department/ Director Global Studies, Research Triangle Institute/ S.V.P. Corporate Development, Fletcher Challenge Ltd. A New Zealand $32 billion International Conglomerate. Currently President, The Strategic Alliance Group, and Senior Associate with Lominger Ltd. alliances with The Center of Creative Leadership, Saville Holdsworth Limited (SHL) Delotti Touche, Success Factors and PeopleSoft. Expertise Jerrys competencies have been forged from a diverse combination of private and public sector experiences gained over a 25-year period as a consultant, researcher, author, and professor at the university level. This is complemented by advanced degrees in organizational psychology (MS) strategic planning (MBA) along with Organizational Behavior (Ph.D.) Consulting Style Being able to characterize a firms current and desired future state followed by the creation of strategic and operational initiatives, is very characteristic of Jerrys strength in many assignments. This capacity provides him a very reliable means for orchestrating complex changes necessary for achieving organizational renewal. State of art approaches based on reliable research and field experiences have become the hallmark for Jerrys progressive consultative style. Practice Summary Jerrys exceptional career spans a wide range of enterprise development including all major organizational trends, i.e. Franchising, Deregulation, Acquisition/Merger, Corporatization, Privatization, Re-engineering and Global Expansion. Because of Jerrys diverse industry exposure and complex engagements, a rich consultative resource is readily available.

Lominger Limited, Inc.

The LEADERSHIP ARCHITECT Suite represents

a collaboration of research-based findings and practical, user-friendly tools, applications and development solutions.
The suite enables organizations to bridge

the gap between the way most executive development systems are actually run, to the way research-based best practices in management indicate they should be run.

Lominger Limited, Inc.

Over 30 Paper and Software Products

6,000+ Customers
1/3 of Fortune 500 Companies 38 Countries

Lominger Limited, Inc.

Over 200 custom translations of the

organization competencies and values into the LEADERSHIP ARCHITECT Library of 67 competencies
New book from Lombardo/Eichinger,

The Leadership Machine backs up Lominger work with research and best practices
We specialize in technology

transfer to internal HR staff

Lominger Limited, Inc.

60+ Consultants
Software Specialists

Graphic Designers/Writers
Global Delivery Capability

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What Lominger Limited, Inc. Does

Competency Modeling Executive Development

Succession Planning
Consulting and Coaching Strategic Staffing Human Resource Strategy Redesign of HR Systems Performance Improvement Technology Transfer Consulting

11

Strategic Alliances and Partnership

Independent Consulting Associates

Saville Holdsworth Limited (SHL) Deloitte & Touche SuccessFactors PeopleSoft

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Research Foundation of The LEADERSHIP ARCHITECT Suite

The integrating hub of the tools

and processes comprising the Suite is the LEADERSHIP ARCHITECT Competency Library.
The 67 positive and 19 negative

competencies (stallers and stoppers) represent information gleaned from multi-year studies conducted by the Center for Creative Leadership, AT&T, Sears and other longitudinal research.
These studies focused on how and why

some executives gain success while others derail their careers.

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Their Conclusions?

There is a set of competencies or characteristics

that is crucial to success (see the 67), as well as a set that could send a career on a downward spiral (see the 19). These competencies can be refined, changed, or overcome through specific experiences.

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Their Conclusions (continued)

Specific developmental experiences can lead to

specific competencies
This systematic coding has been designed into

the LEADERSHIP ARCHITECT Suiteand is offered to Human Resources practitioners and their internal customers

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy

Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection

Feedback

Learning

Career Development

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Competencies LEADERSHIP ARCHITECT Competency Sort Cards

Sort cards can be used by managers for:
Defining critical requirements for

a job/role
Establishing key organizational or

competitive edge competencies

Individual development Evaluating a team Matching people to job

requirements

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Competencies LEADERSHIP ARCHITECT Competency Sort Cards

Assessing interview candidates

Conducting performance
improvement discussions

The LEADERSHIP ARCHITECT

Competency Sort Card Deck contains skilled, unskilled, and overused descriptions to aid feedback, development, coaching, job profiling and recruiting decisions

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LEADERSHIP ARCHITECT Competency Sort Cards

They cover: People Skills Purpose Skills (Strategic) Process Skills (Means/Methods) Personal Skills

Front. The LEADERSHIP ARCHITECT Competency Sort Cards

12 CONFLICT MANAGEMENT SKILLED

Basic (Individual Contributor) Steps up to conflicts, seeing them as opportunities; reads situations quickly; Advanced (Managers) Executive (Senior Management) good at focused listening; can hammer out tough agreements and settle disputes Back. The LEADERSHIP ARCHITECT Competency Sort Cards equitably; can find common ground and get cooperation with minimum noise. 12B CONFLICT MANAGEMENT OVERUSED SKILL May be seen as overly aggressive and assertive; may get in the middle of everyone elses problems; may drive for a solution before others are ready; may have a chilling effect on open debate; may spend too much time with obstinate people and unsolvable problems.

UNSKILLED
Avoids conflict in situations and with people; may accommodate, want everyone to get along; may get upset as a reaction to conflict, takes it personally; cant operate under conflict long enough to get a good deal; gives in and says yes too soon; gets into conflict by accident; doesnt see it coming; will let things fester rather than dealing with them directly; will try to wait long enough for it to go away; may be 3excessively competitive and have to win every dispute
The LEARERSHIP ARCHITECT LOMINGER LIMITED, INC. 1992, 1996,2001 Michael M. Lombardo & Robert W. Eichinger. Version 6.1

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Competencies LEADERSHIP ARCHITECT Competency Sort Cards

Career staller and stopper

descriptions are provided along with not a problem descriptions

Available in English, French,

Spanish, German, Italian and Japanese (Brazilian and European Portuguese text files containing the competency definitions are also available for license)

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Competencies LEADERSHIP ARCHITECT AspectsNew!

Each of the 67 LEADERSHIP ARCHITECT

competencies is broken down into 4-7 aspects Each of the 10 Universal Performance Management Dimensions is also an aspect For each of the 350+ aspects, there is a 10 point behavioral description scale: 10 = overuse, 9-7 = high, 6-4 = middle and 3-1 = low Can be used for assessment centers, customized performance management applications and facilitator and coach training FYI references for overuse and low behaviors Text file is available for license
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Competencies
SUCCESS PROFILE ARCHITECT (SPA)New!
An on-line software tool used to develop

competency profiles for specific jobs

Subscribers will be able to build

sophisticated competency profiles by selecting research-based profiles (level, type of experience) or expertly developed profiles (function, industry) and merging them with competencies identified locally that may be representative of a specific job, or of the organizations values or culture
SPA interacts with INTERVIEW ARCHITECT

to enable users to move from role profiling to creating an interview guide on-line
Available via annual subscription to

Lomingers Internet-based application

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Competencies
COMPETENCY ARCHITECT Electronic Job Profiler
A computer-based, systematic method of

job profiling; lets you accumulate data and determine specifications for jobs and job families from multiple raters
Provides behavior-based descriptions of

67 developable competenciesand allows you to add competencies of your own

Customize surveys with only the

competencies and questions you choose

For a variety of uses, including creating

unit, team or organization profiles

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy
Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection

Feedback

Learning

Career Development

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Organizational Capabilities

ORGANIZATION ARCHITECT
Integrated set of tools for senior managers to use in

identifying and developing the organizational core capabilities plus the leadership competencies needed to implement strategic plans. Aligns strategic vision with other human resource/talent management systems; helps you assess the extent and difficulty of the change envisioned. Helps organizations plan and prepare to implement new strategies; increases the chances of successful implementation and change.

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Organizational Capabilities ORGANIZATION ARCHITECT

The ORGANIZATIONAL CULTRIBUTE ARCHITECT

BuilderIdentifies what your organization does well today and what your organization would need to do well in the future in order to achieve your tactical or strategic goals and objectives. Multiple languages (English, French and German) available in cards, paper survey and eCultributes.
which functions will have to be "best in class" in order for your strategy to work.

The FUNCTIONAL ARCHITECT ProfilerDetermines

The CHANGE!ABLE ARCHITECT PlannerIdentifies how

difficult it will be to close the "gap" between your organization's and your top management's current strengths and the strengths that will be needed to achieve your strategy. English and French available in cards and paper survey.
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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

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Team Capabilities TEAM ARCHITECTTM

Spot key issues holding back the team, fuzzy

goals, inconsistent communications, or lack of necessary capabilities utilizing Lomingers T7 Team Effectiveness Model: Thrust Trust Talent Teaming Skills Task Skills Team Leader Fit Team Support from the Organization

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Team Capabilities TEAM ARCHITECTTM

Determine why some teams are successful and

others arent
Help teams target obstacles to stronger

performance
Staff an existing team with value-adding

individualsitems are coded to the leadership competencies

Use any combination of the tools in the team kit:

TEAM ARCHITECT Card Deck eTEAMS Online Survey

FYI for TeamsTeam Remedy Book

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Team Capabilities COMPABILITY ARCHITECT

Identifies high-performance work units

or teams
Assesses the current learning effectiveness of

each work unit, its ability to implement process improvements and its responsiveness to customer needs
Use to assess and develop teams to continually

learn from experience and influence other organizational teams abilities

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

31

Interviewing and Selection RECRUITING ARCHITECT

Recruiting and staffing tool with

hundreds of interview questions, follow up probes and look-fors per competency

Provides a step-by-step guide for creating

interview worksheets and protocols

Helps you prepare for and evaluate

information received during face-to-face interviews

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Interviewing and Selection INTERVIEW ARCHITECT

(FORMERLY RECRUITING ARCHITECT)

Choose between an Executive and

Professional version
Professional version provides additional

questions and an encyclopedia of behavior for on-the-job diagnostics; paper versions available in English and French

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Interviewing and Selection INTERVIEW ARCHITECT ONLINENew!

An internet-based version of the RECRUITING

ARCHITECT Executive Handbook content

Newly refined interview questions for Lomingers Four

Dimension behavioral interviewing process

Subscribers will be able to: pick questions and probes

for competencies, print or email an interview packet and save the packet for later use
Intended for use by HR and recruiting professionals

along with hiring managers

Tool interacts with SPA to enable users to move from

role profiling to creating an interview guide on-line

Available via annual subscription to Lomingers

Internet-based application

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

35

Feedback VOICES 2002New!

A fast, easy and affordable way to provide 360

feedback to anyone in your organization

Surveys can be distributed over the Internet, on

disk or on paperor any combination of the three

Available in English, French, German, Spanish

and Italian (with toggling capability between languages)

Pick any or all of the Lominger 67 Competencies,

19 Stallers and Stoppers, Universal Performance Dimensions or use your own custom competencies

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Feedback VOICES 2002

Provides feedback to raters while theyre rating, to

improve accuracy and balanced scores

Raters can provide narrative feedbacktied to a

competency or as a general comment

Design your own e-mail cover/intro and reminder

messages
Automated downloading of completed e-mail

surveysa great time saver

User-friendly, standardized feedback reports with

a new importance/skill feedback matrix report

Software and survey process can be managed

in-house or outsourced to Lomingers Global Survey Center

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Feedback DEVELOPMENT TRACKER Return on Intervention Tool

An on-line feedback tool designed to measure

improvement on targeted development needs

Helps individuals and organizations measure the

return on investment and the degree of change after implementing 360 feedback initiatives and development plans
Select surveys for any of the competencies,

stallers or performance dimensions

Reports are easy to read and interpret

Now part of the VOICES 2002 engine with shared

features (multi-language toggling, narrative feedback, etc.)

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Feedback VOICES
An electronic (disk-based) 360

assessment tool providing high-impact feedback to executives, managers and technical professionals
Lets you customize questionnaires to fit

individual learners or groupsuse some or all of the competencies and stallers; select the questions you like
Detailed rater demographics questions

are optional

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Feedback VOICES
Add technical and functional competencies or

skills unique to your organization; organize data in a variety of ways and view results in both standard or highly customized reports
Provides feedback to raters while theyre rating

to improve accuracy and balanced scores

Allows raters to provide narrative explanations

of their feedbacktied to a specific competency or as a general comment

Software and survey process can be managed

in-house or outsourced to Lomingers Global Survey Center

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

41

Career Development FYI For Your ImprovementTM Coaching and Development Guide
Comprehensive guide to developing

competencies for job/career success

Use for personal development or in coaching

and mentoring
Practical improvement suggestions used by HR

professionals and line managers in daily interactions

Contains ten remedies for each of the 67

competencies, 10 performance management dimensions and 19 stallers and stoppers

Books available in English, Spanish and French

(translation licenses also available in German, Italian and Japanese)

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Career Development CAREER ARCHITECT Development Planner Book or Software

Extensive set of development remedies

provided in each chapter: 67 competencies, 19 stallers and stoppers; plus the 10 performance management dimensions
Remedies include FYI set of tips,

development in place assignments, feedback sources and methods, plus more

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Career Development CAREER ARCHITECT Development Planner Book or Software

Software versions:
Development Planner Plusbasic plans

plus ability to toggle between multiple languages, save sorts and plans
Development Planner Plus Online

access via Internet with company account

Software contains English, German,

French and Spanish pre-loaded

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Career Development The CAREER ARCHITECT Expert System

Our most comprehensive system designed to

provide a wealth of data for people with the background to take advantage of its richness and a need to create powerful, customized plans for themselves and others in their organization.
Includes all content in FYI, Development Planner

Plus software, and much more: Stores position profiles and individual assessments Compares candidates to research-based or custom
competency profiles Compares candidates to one another Translates all Lominger tools into competencies

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Career Development The CAREER ARCHITECT Expert System

Input your own competencies and

development remedies
Manage high potential data for succession

planning purposes
Contains PORTRAIT WRITER software

for enhanced understanding of competency sorts

LANable for multiple users

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

47

Learning LEARNING ARCHITECT

Tools for developing individual learners,

teams and a learning organization

Provides four individual learning

exercises, a tips deck and a manual with instructions/worksheets

Can help individuals become more street

smart by enhancing their ability to learn from experience

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Learning LEARNING ARCHITECT

Use the exercises individually,

in sets; spaced over time

Learning development plan integrates

with competency development plan

Learner strengthens own ability to learn

from experiencea prerequisite for competency development

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies
Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

50

Performance Management PERFORMANCE MANAGEMENT ARCHITECT

Comprehensive coverage of performance

management at all levels in the organization

Ten universal performance dimensions
Comes with job improvement and career

development plans

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Performance Management EMPLOYEE APPRAISERTM Lominger Edition

Software version featuring the 67

competencies and the ten universal performance dimensions

Provides standard and create-your-own

evaluation forms
Word processor helps you tune the

competency evaluation up or down

Allows you to write politically correct

text and has templates for letters and action plans

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Performance Management EMPLOYEE APPRAISERTM Lominger Edition

Comes with coaching and development

tips from FYI For Your ImprovementTM handbook built in to cut and paste into evaluation
Offers an employee folder to retain notes

to the file all year

Also available in an intranet version

called PERFORMANCE MANAGER created in partnership with SuccessFactors

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A Model for Competency-based Human Resources Processes

Vision & Business Strategy Organizational Team Capabilities Capabilities

Succession Planning Performance Management

Competencies Stallers & Stoppers Universal Performance Dimensions

Interviewing & Selection Feedback

Learning

Career Development

54

Succession Planning CHOICES

A research-based tool for identifying, verifying and

managing potential
Helps you select high potentials more effectively;

critical tool for managing succession planning pools

Staff the best candidate for development

opportunities and tough or first-time assignments

Available in cards, paper survey and

e-CHOICES survey

May be administered in a 360 format for superior

developmental feedback

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Succession Planning

AMBIGUITY ARCHITECT
Spots the few who are comfortable with

and adapt well to change

Helps refine the competencies of high potentials

Profiles present and needed approaches to

dealing with ambiguity and change

Diagnoses and offers recommendations for the

development of skills in dealing with change

Available in cards, paper and e-survey

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Specialty Tools

Lominger is pursuing the development of

specialty tools for functions, industries and career fields that are unique.
Potential future areas for tool development may

include sales, healthcare (nurses and doctors), legal, IT, fire and law enforcement.
Lomingers first release in the series of specialty

tools is for Nonprofits.

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Nonprofit Tools for Organizations

Nonprofit Toolset New!

Your Mission: Our Tools.

Affordable, research-based nonprofit tools structured around 11 key practices of effective and successful nonprofit organizations
Created specifically for those who work for and

with nonprofits to: Recruit, motivate and train volunteers Manage fundraising and donor relationships Improve board effectiveness, and more
Toolkit consists of three integrated products:

Nonprofit Cluster Sort Cards, Nonprofit Effectiveness Questionnaire and FYI for Nonprofits Workbook
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Applying the Suite

Individual tools within the suite can be utilized in

stand-alone applications
Many companies have integrated multiple tools and even

the entire suite into their HR practices and processes

Public certifications are available throughout the year to

learn more, or an in-house certification can be delivered by a Lominger Associate

Tools and processes can be administered by internal

HR practitioners or outsourced to LCI and our family of Associates

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What are Licenses? LEADERSHIP ARCHITECT Intellectual Property License

Purchase of an Architect product

allows a company to use that product as is.

Should the organization need to modify

it, make copies, integrate it with existing products/processes, etc., then the organization must enter into a licensed agreement with LLI for permission to use copyrighted material and produce derivatives.

60

Examples of Derivative Products

Creating the companys own Directory of

Developmental Activities using the 136 Development in Place Assignments as the reference structure.
Revising The LEADERSHIP ARCHITECT

Competencies, customized to their business and using them in the performance review process.

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What are License Costs?

LLI offers four kinds of copyright release licenses across most products:
Paper Deployment (only) Electronic Deployment (only)

Paper Plus Electronic Deployment

360 Feedback

62

What are License Costs?

All four copyright release licenses vary per

product. A firm price is only offered after clients specify the derivatives they want to create
Paper, Electronic and Paper Plus Electronic are a

one-time-only corporate-wide cost

The 360 license is annually renewable

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A Model for Competency-based Human Resource Processes

Vision & Business Strategy
Organizational Capabilities: Organizational Capabilities Team Capabilities ORGANIZATION ARCHITECT CULTRIBUTE ARCHITECT TEAM ARCHITECT
CHANGE!ABLE ARCHITECT FYI For Teams COMPABILITY ARCHITECT

Succession Planning
CHOICES ARCHITECT AMBIGUITY ARCHITECT

Competencies
Stallers & Stoppers

Interviewing & Selection

RECRUITING ARCHITECT INTERVIEW ARCHITECT

Performance Management
PERFORMANCE MANAGEMENT ARCHITECT Employee Appraiser Performance Manager

Universal Performance Dimensions

Feedback
VOICES VOICES 2002 DEVELOPMENT TRACKER

Learning

Career Development
FYI For Your Improvement CA Development Planner Book or Software CA Development Planner Plus Online CAREER ARCHITECT Expert System

LEARNING ARCHITECT

CONTACTING US

For more information

Please call
Jerry A. Kaber Ph.D. At 954-227-6552 or Or 716-763-6534

817-296-9186 cellular phone

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