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TheLEADERSHIPARCHITECT SuiteCompetency-basedHuman Resources ManagementProduced by Lominger Limited, Inc.

Lominger Limited, Inc.Lominger Limited, Inc. (LLI) wasfounded by: Dr. Michael M. Lombardo, formerDirector of LeadershipDevelopment Research at theCenter for Creative Leadership Dr. Robert W. Eichinger, formerpractitioner at Pepsico andPillsburyBoth are recognized authorities onleadership and talent management.2

Lominger Limited, Inc. The LEADERSHIP ARCHITECT Suite represents acollaboration of research-based findings andpractical, user-friendly tools, applications anddevelopment solutions. The suite enables organizations to bridgethe gap between the way most executivedevelopment systems are actually run,to the way research-based best practicesin management indicate they should be run.3

Lominger Limited, Inc. Over 50 Paper and Online Products 13,000 Customers Over 48% of Fortune 500 Companies 63 Countries We specialize in technology transfer tointernal HR staff4

Lominger Consulting, Inc. LLI started Lominger Consulting Inc. (LCI)in 1999 to respond to clients’ requests forlarge scale consulting interventions. Lominger engages Master Associates (seewebsite www.lominger.com) for consulting,product sales/licensing and application/implementation.5

What LCI DoesCompetency ModelingExecutive DevelopmentSuccession PlanningConsulting and CoachingStrategic StaffingHuman Resource StrategyRedesign of HR SystemsPerformance ImprovementTechnology Transfer Consulting6

Strategic Partnerships Saville Holdsworth Limited (SHL) Deloitte & Touche SuccessFactors Oracle /PeopleSoft 7

Research Foundation of The LEADERSHIPARCHITECT Suite The integrating hub of the toolsand processes comprising theSuite is the LEADERSHIPARCHITECT Competency Library. The 67 positive and 19 negativecompetencies (stallers andstoppers) represent informationgleaned from multi-year studiesconducted by the Center forCreative Leadership, AT&T, Searsand other longitudinal research. These studies focused on how andwhy some executives gainsuccess while others derail theircareers.8

Their Conclusions? There is a set of competencies orcharacteristics that is crucial to success(see the 67), as well as a set that couldsend a career on a downward spiral (seethe 19). These competencies can be refined,changed, or overcome through specificexperiences.9

Their Conclusions (continued) Specific developmental experiences canlead to specific competencies. This systematic coding has been designedinto the LEADERSHIP ARCHITECT Suite—and is offered to Human Resourcespractitioners and their internal customers.10

Lominger Limited, Inc. Clients can start with the LEADERSHIPARCHITECT Competencies or request atranslation of their existing or home-growncompetencies to the LEADERSHIPARCHITECT Library. Lominger has completed over 200 customtranslations of client organizationcompetencies and values. A translation allows a client to keep theirexisting model, yet leverage the benefits ofLominger’s integrated suite.11

Lominger Limited, Inc. Lombardo & Eichinger’s,“The Leadership Machine”outlines Lominger’s originalcompetency research and offersbest practices for keycompetency-based HR processes “100 Things You Need To Know:Best People Practices ForManagers and HR,” by Eichinger,Lombardo and Ulrich is areference book that cites criticalresearch and offers a multiplechoice format to quiz yourself onthe 100 people managementitems.12

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CompetenciesLEADERSHIP ARCHITECT Competency Sort CardsSort cards can be used bymanagers for: Defining criticalrequirements for a job/role Establishing keyorganizational orcompetitive edgecompetencies Individual development Evaluating a team Matching people to jobrequirements14

CompetenciesLEADERSHIP ARCHITECT Competency Sort Cards Assessing interviewcandidates Conducting performanceimprovement discussions The LEADERSHIPARCHITECT CompetencySort Card Deck containsskilled, unskilled, andoverused descriptions toaid feedback,development, coaching,job profiling andrecruiting decisions15

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CompetenciesLEADERSHIP ARCHITECT Competency Sort Cards Career staller and stopperdescriptions are provided alongwith “not a problem” descriptions Available in English, French,Spanish, German, Italian,Japanese, Mandarin Chinese,Brazilian and EuropeanPortuguese. (Thai and Dutch textfiles containing the competencydefinitions are also available forlicense)17

CompetenciesThe LEADERSHIP ARCHITECT (Core) Library 67 Competencies 19 Stallers and Stoppers 10 Universal Performance Dimensions 7 International Focus Areas18

CompetenciesThe LEADERSHIP ARCHITECT (Full) Library Competency Factors (8) Competency Clusters (26) Competencies (67) Aspects (356) Stallers/Stoppers (19) 10 Universal Performance Dimensions 7 International Competencies The Clusters and Factors are coded on the back of the sortcards. Text files are available to license the Factor and Clusterdefinitions if your organization wants to use fewercompetencies.19

CompetenciesLEADERSHIP ARCHITECT Research andInterpretation Guides A two-page, doublesided reference guidethat depicts the latestnorms and validityresearch for theLEADERSHIPARCHITECT . Available in colorlaminated copies andblack and white papercopies. Can be used forbuilding solidprofiles, analyzingskill sets, aidingcoaching sessionsand more!20

CompetenciesSUCCESS PROFILE ARCHITECT (SPA) An on-line software tool used to developcompetency profiles for specific jobs Subscribers can build sophisticatedcompetency profiles by selectingresearch-based profiles (level, typeof experience) or expertly developedprofiles (function, industry) and mergingthem with competencies identifiedlocally that may be representative of aspecific job, or of the organization’svalues or culture SPA interacts with INTERVIEWARCHITECT to enable users tomove from role profiling to creating aninterview guide on-line Available via annual subscription toLominger’s Internet-based application21

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Organizational CapabilitiesORGANIZATION ARCHITECT Integrated set of tools for senior managers to usein identifying the organizational core capabilitiesplus the leadership competencies needed toimplement strategic plans. Aligns strategic vision with other humanresource/talent management systems; helps youassess the extent and difficulty of the changeenvisioned. Helps organizations plan and prepare toimplementnew strategies; increases the chances ofsuccessful implementation and change.23

Organizational CapabilitiesORGANIZATION ARCHITECT The ORGANIZATIONAL CULTRIBUTEARCHITECT Builder—Identifies what yourorganization does well today and what yourorganization would need to do well in thefuture in order to achieve your tactical orstrategic goals and objectives. Multiplelanguages (English, French and German)available in cards, paper survey andeCultributes . The CHANGE!ABLE ARCHITECT Planner—Identifies how difficult it will be to close the"gap" between your organization's and yourtop management's current strengths and thestrengths that will be needed to achieveyour strategy. English and French availablein cards and paper survey.24

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Team CapabilitiesTEAM ARCHITECTTM A tool that helps teams assess their current level ofcapabilities and focus on becoming a high performing teamutilizing Lominger’s research-based T7 Team EffectivenessModel: Thrust Task Skills Trust Team Leader Fit Talent Team Supportfrom the Organization Teaming Skills26

Team CapabilitiesTEAM ARCHITECTTM Helps teams target obstacles tostronger performance Can be used to develop team members,team leaders and collective teams Use any combination of the tools inthe team kit: TEAM ARCHITECT Card Deck eTEAMS Online Survey FYI for Teams—Team Remedy Book27

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Interviewing and SelectionINTERVIEW ARCHITECT Professional Handbook An interviewing encyclopedia withhundreds of interview questions,follow-up probes and look-fors percompetency Newly refined interview questions forLominger’s Four Dimensionbehavioral interviewing process Intended for use by HR and recruitingprofessionals Provides a step-by-step guide forcreating interview worksheets andprotocols Helps you prepare for and evaluateinformation received during face-toface interviews29

Interviewing and SelectionINTERVIEW ARCHITECT Online An internet-based version of theINTERVIEW ARCHITECT Professional Handbook content Subscribers will be able to: pickquestions and probes forcompetencies, print or email aninterview packet and save thepacket for later use Tool interacts with SPA toenable users to move from roleprofiling to creating an interviewguide on-line Available via annual subscriptionto Lominger’sInternet-based application30

Interviewing and SelectionINTERVIEW ARCHITECT Express Handbook31 Five structured, simple, onepage interview templates foreach of the LEADERSHIPARCHITECT competencies Templates contain a primaryand back-up question alongwith follow-up probes Templates also contain afive-point rating scale withsupporting look for andwatch out for behaviors toaid candidate evaluation

Interviewing and SelectionINTERVIEW ARCHITECT Express Online An internet-basedversion of theINTERVIEWARCHITECT Express Handbookcontent Select single-pageinterviewingguides for up toseven interviewersper candidate anddistribute theinterview guidesvia e-mail, printedcopy or download32 Tool interactswith SPA toenable usersto move fromrole profilingto creating aninterviewguide on-line Available viaannualsubscriptionto Lominger’sInternetbasedapplication

Interviewing and SelectionINTERVIEW ARCHITECT Learning from Experience (LFE) One-page interviewtemplates to select forlearning agility orcandidates with potential todo more or different things Interview questions arestructured around the fourlearning agility Factors inthe CHOICES ARCHITECT Tool can helporganizations to buildfuture bench strength33

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FeedbackVOICES A fast, easy and affordableway to provide 360 feedbackto anyone in yourorganization Surveys can be distributedover the Internet, on disk oron paper—or anycombination of the three Available in English, French,German, Spanish and Italian(with toggling capabilitybetween languages) Pick any or all of theLominger 67 Competencies,19 Stallers and Stoppers,Universal PerformanceDimensions or use your owncustom competencies35

FeedbackVOICES Provides feedback toraters while they’re rating,to improve accuracy andbalanced scores Raters can providenarrative feedback—tied to a competency oras a general comment Design your own e-mailcover/intro and remindermessages Automated downloading of completede-mail surveys—a great time saver User-friendly, standardized feedback reports with a newimportance/skill feedback matrix report Software and survey process can be managedin-house or outsourced to Lominger’s GlobalSurvey Center36

FeedbackDEVELOPMENT TRACKER Return on Intervention Tool An on-line feedback tool designed to measure improvementon targeted development needs Helps individuals and organizations measure the return oninvestment and the degree of change after implementing360 feedback initiatives and development plans Select surveys for any of the competencies, stallers orperformance dimensions Reports are easy to read and interpret Now part of the VOICES engine with shared features(multi-language toggling, narrative feedback, etc.)37

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