PROMOTION
PROMOTION
PROMOTION
AND
JERRY A. KABER
YOUR HOST For This
Executive Briefing
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.
6,000+ Customers
1/3 of Fortune 500 Companies 38 Countries
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
60+ Consultants
Software Specialists
Graphic Designers/Writers
Global Delivery Capability
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Succession Planning
Consulting and Coaching Strategic Staffing Human Resource Strategy Redesign of HR Systems Performance Improvement Technology Transfer Consulting
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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
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Their Conclusions?
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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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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Feedback
Learning
Career Development
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a job/role
Establishing key organizational or
requirements
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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 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
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
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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
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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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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.
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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Learning
Career Development
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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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others arent
Help teams target obstacles to stronger
performance
Staff an existing team with value-adding
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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
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Learning
Career Development
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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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for competencies, print or email an interview packet and save the packet for later use
Intended for use by HR and recruiting professionals
Internet-based application
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Learning
Career Development
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19 Stallers and Stoppers, Universal Performance Dimensions or use your own custom competencies
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messages
Automated downloading of completed e-mail
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return on investment and the degree of change after implementing 360 feedback initiatives and development plans
Select surveys for any of the competencies,
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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
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Learning
Career Development
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Career Development FYI For Your ImprovementTM Coaching and Development Guide
Comprehensive guide to developing
and mentoring
Practical improvement suggestions used by HR
provided in each chapter: 67 competencies, 19 stallers and stoppers; plus the 10 performance management dimensions
Remedies include FYI set of tips,
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Software versions:
Development Planner Plusbasic plans
plus ability to toggle between multiple languages, save sorts and plans
Development Planner Plus Online
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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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development remedies
Manage high potential data for succession
planning purposes
Contains PORTRAIT WRITER software
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Learning
Career Development
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Competencies
Stallers & Stoppers Universal Performance Dimensions
Learning
Career Development
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development plans
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evaluation forms
Word processor helps you tune the
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tips from FYI For Your ImprovementTM handbook built in to cut and paste into evaluation
Offers an employee folder to retain notes
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Learning
Career Development
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managing potential
Helps you select high potentials more effectively;
e-CHOICES survey
developmental feedback
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Succession Planning
AMBIGUITY ARCHITECT
Spots the few who are comfortable with
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Specialty Tools
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
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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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stand-alone applications
Many companies have integrated multiple tools and even
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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.
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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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LLI offers four kinds of copyright release licenses across most products:
Paper Deployment (only) Electronic Deployment (only)
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product. A firm price is only offered after clients specify the derivatives they want to create
Paper, Electronic and Paper Plus Electronic are a
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Succession Planning
CHOICES ARCHITECT AMBIGUITY ARCHITECT
Competencies
Stallers & Stoppers
Performance Management
PERFORMANCE MANAGEMENT ARCHITECT Employee Appraiser Performance Manager
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
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