1 AN EXECUTIVE BRIEFING “Implementing and Managing Change” Using The Leadership Architect Suite...

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AN EXECUTIVE BRIEFING

““Implementing and Managing Change”Implementing and Managing Change”Using

The Leadership Architect Suite of Tools™

provided by

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

TheLEADERSHIPARCHITECT

Suite

Competency-basedHuman Resources Management

Produced by Lominger Limited, Inc.Produced by Lominger Limited, Inc.

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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.

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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.

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JERRY A. KABER

YOUR HOST

For This

Executive Briefing


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Jerry Kaber, Jerry Kaber, Ph.D.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 portfolioof seasoned capabilities, Jerry has designed large-scale change processes to guide the transformation necessary for creating competitive advantages for client companies.ExperienceSpecial knowledge in strategic planning, organizational design/restructuring, organizational behavior and development has beengreatly 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.ExpertiseJerry’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 StyleBeing 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 SummaryJerry’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.


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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.

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Over 30 Paper and Software Products

6,000+ Customers

1/3 of Fortune 500 Companies

38 Countries

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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

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60+ Consultants

Software Specialists

Graphic Designers/Writers

Global Delivery Capability

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What Lominger Limited, Inc. Does

Competency ModelingCompetency Modeling

Executive DevelopmentExecutive Development

Succession PlanningSuccession Planning

Consulting and CoachingConsulting and Coaching

Strategic StaffingStrategic Staffing

Human Resource StrategyHuman Resource Strategy

Redesign of HR SystemsRedesign of HR Systems

Performance ImprovementPerformance Improvement

Technology Transfer ConsultingTechnology Transfer Consulting

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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 Suite—and is offered to Human Resources practitioners and their internal customers

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A Model for Competency-based Human Resources Processes

Succession Planning

Performance Management

Learning

Interviewing & Selection

Feedback

Career Development

Team Capabilities

Organizational Capabilities

Vision & Business Strategy

Competencies

Stallers & Stoppers

Universal Performance Dimensions

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LEADERSHIP ARCHITECT® Competency Sort Cards

Competencies

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

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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12 CONFLICT MANAGEMENT

SKILLED

Steps up to conflicts, seeing them as opportunities; reads situations quickly; good at focused listening; can hammer out tough agreements and settle disputesequitably; can find common ground and get cooperation with minimum noise.

Front. The LEADERSHIP ARCHITECT® Competency Sort Cards

12B CONFLICT MANAGEMENT

OVERUSED SKILLMay be seen as overly aggressive and assertive; may get in the middle ofeveryone 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 withobstinate people and unsolvable problems.

Back. The LEADERSHIP ARCHITECT® Competency Sort Cards

UNSKILLEDAvoids 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

They cover:• People Skills• Purpose Skills (Strategic)• Process Skills

(Means/Methods)• Personal Skills

Basic (Individual Contributor)Advanced (Managers)Executive (Senior Management)


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Competencies

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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LEADERSHIP ARCHITECT® Aspects—New!

Competencies

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

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

SUCCESS PROFILE ARCHITECT™ (SPA)—New!

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Competencies

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

COMPETENCY ARCHITECT Electronic Job Profiler

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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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.

ORGANIZATION ARCHITECT

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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.

ORGANIZATION ARCHITECT

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Team Capabilities

Spot key issues holding back the team, fuzzy goals, inconsistent communications, or lack of necessary capabilities utilizing Lominger’s T7

Team Effectiveness Model:

Task Skills Team Leader Fit Team Support

from the Organization

TEAM ARCHITECTTM

Thrust

Trust

Talent

Teaming Skills

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Team Capabilities

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

TEAM ARCHITECTTM

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Team Capabilities

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

COMPABILITY ARCHITECT

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Interviewing and Selection

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

RECRUITING ARCHITECT

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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

INTERVIEW ARCHITECT™

(FORMERLY RECRUITING ARCHITECT®)

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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

INTERVIEW ARCHITECT™ ONLINE—New!

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Feedback

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

VOICES 2002—New!

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Feedback

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

VOICES 2002

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Feedback

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.)

DEVELOPMENT TRACKER™ Return on Intervention™ Tool

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Feedback

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

VOICES

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Feedback

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

VOICES

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Career Development

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)

FYI For Your ImprovementTM Coaching and Development Guide

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CAREER ARCHITECT Development Planner Book or Software

Career Development

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

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

Software versions:

CAREER ARCHITECT Development Planner Book or Software

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The CAREER ARCHITECT Expert System

Career Development

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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The CAREER ARCHITECT Expert System

Career Development

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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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Learning

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

LEARNING ARCHITECT

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Learning

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

LEARNING ARCHITECT

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Comprehensive coverage of performance management at all levels in the organization

Ten universal performance dimensions

Comes with job improvement and career development plans

PERFORMANCE MANAGEMENT ARCHITECT

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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

EMPLOYEE APPRAISERTM Lominger Edition

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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

EMPLOYEE APPRAISERTM Lominger Edition

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Succession Planning


Learning


Feedback

Career Development

Team Capabilities



Competencies

Stallers & Stoppers


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Succession Planning

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

CHOICES

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Succession Planning

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

AMBIGUITY ARCHITECT™

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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.

Lominger’s first release in the series of specialty tools is for Nonprofits.

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Nonprofit Tools for Organizations

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

Nonprofit Toolset – New!

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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?

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.”

LEADERSHIP ARCHITECT

Intellectual Property License

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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.

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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

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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

A Model for Competency-based Human Resource Processes

Organizational Capabilities:ORGANIZATION ARCHITECT®

Succession PlanningCHOICES ARCHITECT® AMBIGUITY ARCHITECT®

Performance ManagementPERFORMANCE MANAGEMENT ARCHITECT®

Employee Appraiser™Performance Manager™

LearningLEARNING ARCHITECT®

Interviewing & SelectionRECRUITING ARCHITECT®

INTERVIEW ARCHITECT®

FeedbackVOICES®

VOICES® 2002DEVELOPMENT TRACKER™

Career DevelopmentFYI For Your ImprovementCA Development Planner Book or SoftwareCA Development Planner Plus OnlineCAREER ARCHITECT® Expert System

Team CapabilitiesTEAM ARCHITECT™FYI For TeamsCOMPABILITY ARCHITECT®

Organizational CapabilitiesCULTRIBUTE ARCHITECT®

CHANGE!ABLE ARCHITECT®

Competencies

Stallers & Stoppers



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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

1 AN EXECUTIVE BRIEFING “Implementing and Managing Change” Using The Leadership Architect Suite...

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Transcript of 1 AN EXECUTIVE BRIEFING “Implementing and Managing Change” Using The Leadership Architect Suite...