1. “Implementing and Managing Change”
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

2. The LEADERSHIP ARCHITECT Suite Competency-based
Human Resources Management
Produced by Lominger Limited, Inc.

3. 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.
Mike Lombardo has over 20 years experience in executive and management research:
15 years as Director of Research at CCL
Co-authored the research on executive derailment revealing how personal flaws and overdone strengths caused otherwise effective executives to get into career trouble.
Co-author of the Lessons of Experience, which details which learnings from experience can teach the competencies needed to be successful.
Co-author of Benchmarks and Looking Glass, tools and programs offered at CCL
Designed and conducted programs in the US and abroad (which included the above data sources) and has given feedback both as part of these programs and in individual sessions
Has authored over 50 publications dealing with various issues of development and has won four awards for excellence in research on management and executive development
Bob Eichinger has over 40 years of experience working with managers and executives on personal development inside companies such as PepsiCo an Pillsbury, and as a consultant in Fortune 500 companies in the US, Europe, Japan, Canada and Australia.
Extensive experience in major corporations giving 1-on-1 feedback from inside PepsiCo and Pillsbury and from outside organizations using a variety of 360-degree feedback tools.
Worked with well over 1,000 managers and executives over his career providing developmental suggestions
Consults and lectures extensively on the topic of executive and management development, large scale mergers and acquisitions

4. 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.

5. Executive Briefing JERRY A. KABER YOUR HOST For This
Lominger Limited, Inc.
JERRY A. KABER
YOUR HOST
For This
Executive Briefing

6. 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.

7. 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.

8. Lominger Limited, Inc.
Over 30 Paper and Software Products
6,000+ Customers
1/3 of Fortune 500 Companies
38 Countries

9. 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

10. Lominger Limited, Inc.
60+ Consultants
Software Specialists
Graphic Designers/Writers
Global Delivery Capability

11. 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

12. Strategic Alliances and Partnership
Independent Consulting Associates
Saville Holdsworth Limited (SHL)
Deloitte & Touche
SuccessFactors
PeopleSoft

13. 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.

14. 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.

15. 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

16. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Succession Planning
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

17. LEADERSHIP ARCHITECT® Competency Sort Cards
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

18. 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

19. LEADERSHIP ARCHITECT® Competency Sort Cards
They cover:
People Skills
Purpose Skills (Strategic)
Process Skills (Means/Methods)
Personal Skills
Basic (Individual Contributor)
Advanced (Managers)
Executive (Senior Management)
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 disputes
equitably; can find common ground and get cooperation with minimum noise.
Front. The LEADERSHIP ARCHITECT® Competency Sort Cards
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.
Back. The LEADERSHIP ARCHITECT® Competency Sort Cards
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

20. 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)

21. LEADERSHIP ARCHITECT® Aspects—New!
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

22. 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

23. 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

24. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Succession Planning
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

25. 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.

26. 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.

27. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Succession Planning
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

28. 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

29. 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

30. COMPABILITY ARCHITECT
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

31. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Succession Planning
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

32. 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

33. 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

34. 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 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

35. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Succession Planning
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

36. 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

37. 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 cover/intro and reminder messages
Automated downloading of completed 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

38. DEVELOPMENT TRACKER™ Return on Intervention™ Tool
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.)

39. 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

40. 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

41. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Succession Planning
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

42. FYI For Your ImprovementTM Coaching and Development Guide
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)

43. 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

44. Software versions: 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

45. The CAREER ARCHITECT Expert System
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

46. 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

47. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Succession Planning
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

48. 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

49. 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

50. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Succession Planning
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

51. 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

52. 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

53. 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

54. A Model for Competency-based Human Resources Processes
Vision & Business Strategy
Organizational Capabilities
Team Capabilities
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Succession Planning
Interviewing & Selection
Performance Management
Feedback
The LEADERSHIP ARCHITECT Suite provides solutions for key HR processes. At the core or foundation of these processes is competencies. Users can begin their approach to solving organizational challenges anywhere in the model. The beauty of the suite is that no matter where you start in the suite, every process translates back to competencies. In other words, all of our tools talk to one another.
Career Development
Learning

55. 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

56. 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

57. 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.

58. 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

59. 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

60. 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.”

61. 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.

62. 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

63. 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

64. A Model for Competency-based Human Resource Processes
Vision & Business Strategy
Organizational Capabilities:
ORGANIZATION ARCHITECT®
Organizational Capabilities
CULTRIBUTE ARCHITECT®
CHANGE!ABLE ARCHITECT®
Team Capabilities
TEAM ARCHITECT™
FYI For Teams
COMPABILITY ARCHITECT®
Succession Planning
CHOICES ARCHITECT®
AMBIGUITY ARCHITECT®
Interviewing & Selection
RECRUITING ARCHITECT®
INTERVIEW ARCHITECT®
Competencies
Stallers & Stoppers
Universal Performance Dimensions
Performance Management
PERFORMANCE
MANAGEMENT ARCHITECT®
Employee Appraiser™
Performance Manager™
Feedback
VOICES®
VOICES® 2002
DEVELOPMENT TRACKER™
Learning
LEARNING ARCHITECT®
Career Development
FYI For Your Improvement
CA Development Planner Book or Software
CA Development Planner Plus Online
CAREER ARCHITECT® Expert System

65. For more information CONTACTING US Please call Jerry A. Kaber Ph.D. At
cellular phone