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
1
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.
3
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.
4
Lominger Limited, Inc.
JERRY A. KABER
YOUR HOST
For This
Executive Briefing
5
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
Jerry’s 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 firm’s current and desired future state followed by the creation of strategic and operational initiatives,
is very characteristic of Jerry’s 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 Jerry’s progressive consultative style.
Practice Summary
Jerry’s 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 Jerry’s diverse
industry exposure and complex engagements, a rich consultative resource is readily available.
6
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.
7
Lominger Limited, Inc.
 Over 30 Paper and Software Products
 6,000+ Customers
 1/3 of Fortune 500 Companies
 38 Countries
8
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
9
Lominger Limited, Inc.

60+ Consultants

Software Specialists

Graphic Designers/Writers

Global Delivery Capability
10
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.
13
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.
14
Their Conclusions (continued)
 Specific developmental experiences can lead to
specific competencies
 This systematic coding has been designed into
the LEADERSHIP ARCHITECT Suite—and is
offered to Human Resources practitioners and
their internal customers
15
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
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
Front. The LEADERSHIP ARCHITECT® Competency Sort Cards
12 CONFLICT MANAGEMENT
They cover:
• People Skills
• Purpose Skills (Strategic)
• Process Skills
(Means/Methods)
• Personal Skills
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.ground
The LEADERSHIP
ARCHITECT® Competency
Sort Cards
equitably; can find common
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 else’s 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; can’t operate under
conflict long enough to get a good deal; gives in and says yes too soon; gets into conflict
by accident; doesn’t 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® Aspects—New!
 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
21
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
organization’s 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
Lominger’s 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” competencies—and
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
23
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
Career
Development
24
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.
25
Organizational Capabilities
ORGANIZATION ARCHITECT
 The ORGANIZATIONAL CULTRIBUTE ARCHITECT®
Builder—Identifies 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™.
 The FUNCTIONAL ARCHITECT™ Profiler—Determines
which functions will have to be "best in class" in order for
your strategy to work.
 The CHANGE!ABLE ARCHITECT® Planner—Identifies 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.
26
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
Career
Development
27
Team Capabilities
TEAM ARCHITECTTM
 Spot key issues holding back the team, fuzzy
goals, inconsistent communications, or lack of
necessary capabilities utilizing Lominger’s 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 aren’t
 Help teams target obstacles to stronger
performance
 Staff an existing team with value-adding
individuals—items 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 Teams—Team 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
30
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
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
32
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
33
Interviewing and Selection
INTERVIEW ARCHITECT™ ONLINE—New!
 An internet-based version of the RECRUITING
ARCHITECT® Executive Handbook content
 Newly refined interview questions for Lominger’s 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 Lominger’s
Internet-based application
34
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
Career
Development
35
Feedback
VOICES 2002—New!
 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 paper—or 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
36
Feedback
VOICES 2002
 Provides feedback to raters while they’re rating, to
improve accuracy and balanced scores
 Raters can provide narrative feedback—tied to a
competency or as a general comment
 Design your own e-mail cover/intro and reminder
messages
 Automated downloading of completed e-mail
surveys—a 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 Lominger’s Global
Survey Center
37
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.)
38
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 groups—use some
or all of the competencies and stallers;
select the questions you like
 Detailed rater demographics questions
are optional
39
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 they’re rating
to improve accuracy and balanced scores
 Allows raters to provide narrative explanations
of their feedback—tied to a specific
competency or as a general comment
 Software and survey process can be managed
in-house or outsourced to Lominger’s Global
Survey Center
40
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
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)
42
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
43
Career Development
CAREER ARCHITECT Development Planner
Book or Software
Software versions:
 Development Planner Plus—basic 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
44
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
45
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
46
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
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
48
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 experience—a prerequisite for
competency development
49
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
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
51
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
52
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
53
A Model for Competency-based
Human Resources Processes
Vision & Business Strategy
Organizational
Team
Capabilities
Capabilities
Competencies
Succession
Planning
Stallers &
Stoppers
Performance
Management
Learning
Interviewing
& Selection
Universal
Performance
Dimensions
Feedback
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
55
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
56
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.
 Lominger’s first release in the series of specialty
tools is for Nonprofits.
57
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
58
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
59
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 company’s 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.
61
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
63
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
Performance
Management
PERFORMANCE
MANAGEMENT ARCHITECT®
Employee Appraiser™
Performance Manager™
Learning
Universal
Performance
Dimensions
LEARNING ARCHITECT®
Interviewing & Selection
RECRUITING ARCHITECT®
INTERVIEW ARCHITECT®
Feedback
VOICES®
VOICES® 2002
DEVELOPMENT TRACKER™
Career Development
FYI For Your Improvement
CA Development Planner Book or Software
CA Development Planner Plus Online
CAREER ARCHITECT® Expert System
CONTACTING US
For more information
Please call
Jerry A. Kaber Ph.D.
At
954-227-6552 or
716-763-6534
Or
817-296-9186 cellular phone
65