lominger overview
Post on 10-May-2015
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The Founders
Founded in 1991 by Mike Lombardo and Bob
Eichinger. Lombardo was Director of Research at
the Center for Creative Leadership for 15 years and
over saw the most exhaustive research ever
conducted on leadership success.
Eichinger served as head of O.D. for Pepsi and
was a successful international consultant.
The Vision
Turn the extensive research conducted at
CCL into a suite of HR tools that would help
HR professionals become business partners.
Overtime the tool set was expanded to include
organizational assessments.
Lominger Advantages1. Total Suite of integrated Business/HR Tools including
instruments for selection, Performance Management, Personal Development, Team Performance, Change Management and Succession Planning.
2. Competency Model involved over 15 years of research conducted at the Center for Creative Leadership.
3. Process allows organizations to select a set of Competencies (success profiles) that can be directly linked to improved Organizational Capability and Results.
4. Competencies have been correlated and validated to Performance, Potential, Relationship Skills, Emotional Intelligence and Myers Briggs.
Lominger Advantages - Continued
5. Competencies are weighed by difficulty to learn which has implications for both selection and the effort required to develop individuals.
6. Each competency has a set of practical remedies and assignments that can be included in a Personal Development Plan.
7. Certification is required on 50% of the instruments, but no recertification is needed.
8. Most instruments available in paper, electronic and web based applications.
Lominger Advantages - Continued
9. Multi-Rater feedback tool asks both importance and skill
level helping individuals target the biggest gaps between
Importance and Skill.
10. Software allows you to run a Team Profile Report.
11. The instruments can be translated backwards and forwards
through Lomingers’ Translator software.
12. Tools can stand alone or work as an integrated tool set.
Lominger Competency Research - Continued
• Lagging, Leveraging and Leading competencies
• Competencies that differentiate high performance from average performance
Selecting Competencies - Common Mistakes
• Select lagging indicators - threshold competencies that everyone needs, but almost everyone has. Example: Integrity
• Fail to select leveraging indicators - competencies that make a difference in performance, but most do not have. Example: Conflict Management
• Fail to select leading indicators - competencies that will be required in the future, but not required today and very few either have them or are working on them. Example: Developing Direct Reports or Creativity
Using Competencies for HR Alignment
• Firms average 27% higher gains when HR system elements are aligned (As opposed to chasing best practices in each people initiative).
• Overall HR/OD agendas and activities impact business performance by approximately 10%.
Using Competencies for Alignment
Assessment Selection Promotion Performance
(30-67) (6-10) (10-15) (4-6)
Lagging Lagging
Leveraging Leveraging Leveraging Leveraging
Leading Leading
High Performance and the Bottom Line
What is One Standard Deviation Worth in Contribution/Results for Specific Jobs .
Non - sales Jobs 19 - 48%
Sales Jobs 48 - 120%
Computer Programmers 320%
Engineering/Construction 47%
Use “Success” Profiles to Select the Competencies that:• Support improved performance.
• Help develop important organization capabilities needed for the business to succeed.
• Go beyond the typical price of entry skills to those that predict success.
• Help select the “right” person for the position.
Using Success Profiles(Alignment)
• Selection
• Performance
• Development
• Promotion
• Succession Planning
Tools - Creating Competency Based Success Profiles
Tool:Competency sort cards
No certification
• Expert panels conduct relative card sorts to determine which of the competencies are
most predictive of future success in a specific job or organizational level.
Note: Job descriptions focus on the price of entry skills but are not very predictive of future success.
Tools - Competency Sort CardsContinued
Include:
• 67 Behavioral Skills
• Each sort card describes skilled, unskilled
and overuse
• 19 Career Stallers
Tools - Creating Success Profiles
Tool - Success Profile Architect
(SPA) - Annual Subscription
No Certification
• Web based• Merge existing expert profiles and research in
Lominger data base.
• Can select from a variety of criteria including industry, job culture, etc.
Tools - Continued
Tool - Translator software. Certification required • Allows you to translate Lominger assessment instruments to
competencies. You can also reverse translate from
competencies to other assessments.
• Translators available for
- Myers-Briggs the indicator
- Clark Wilson Architect
- Burke’s LPS
- Others
• Custom translation - service
Tools - Continued
Tool - FYI For Your Improvement
No Certification
• Easy to use coaching and development tool for
leaders and coaches.
• Includes development tips for all 67 competencies, 19
career stallers and 9 performance factors.
• Describes unskilled, skilled, overuse and typical causes.
• Includes several coaching tips and suggested references.
Tools - Continued
Tool - Development Planner
Certification Required• Expanded version of FYI for OD and training
professionals.
• Full job changes and in-place stretch assignments are
correlated to all competencies.
• Can be used to develop high potentials.
Tools - Continued
Tool - Voices 360° feedback and Development Tracker.
Certification Required
• Can select from all competencies, stallers and performance
factors in the Lominger library. Can also add custom
competencies.
• Raters include boss, self, direct reports, peers, customers
(internal or external) and others.
• Can choose from 16 sub reports.
Tools - Continued
Tool - Voices continued
• Built in confidentiality
• Surveys forwarded to raters email address
• 30-45 minutes to complete
• Notes option for raters
• Validated normative data
• Software allows you to run a group report
Tools - Continued
Tool - Voices Continued• Asks two questions:
Importance for success and current skill level
• Uses a 5 point scale
• Important sub reports analyze:
- Self awareness
- Gap analysis on importance vs. skill
- Skill rating by the type of rater (relationship)
- Development opportunities
Tools - Continued
Tool - Voices Development Tracker
• Uses Voices software to follow up on an
individuals targeted development plan.
• Ask raters to score progress after 6-9 months.
• Can help produce a ROI.
Tools - Continued
Tool - Success Factors
Performance Manager (must utilize Success Factors)
• Uses Lominger performance factors, competencies and
remedies in Success Factors web based design.
• Provides year-round tracking.
• Provides writing assistance for each rating that is legally
compliant and politically sensitive. Saves 40% of time
required.
Tools - Continued
Tool - Interviewing/Interviewing Express
Certification Required
• Paper based handbook or on line web based.
• Provides behavioral structured interview questions,
probes and both positive and negative themes to look for
and rating for each competency.
• Standard interviews based on job descriptions are only
2% better than flipping a coin. Behavioral structured
interviews are more effective than assessment centers.
Tools - Continued
Tool - Organizational Cultributes Architect
Certification Required
• Identifies 80 organizational capabilities and cultural
attributes that are linked to 16 themes.
• Helps organizations identify and focus on specific
cultributes needed to support the business strategy.
• Can be easily translated to the leadership skills needed to
support improved organization performance.
Tools - Continued
Tool - Changeable Architect
Certification Required
• Identifies 70 factors linked to 14 themes that
help organizations assess their readiness for
change.
• Can help organizations target change challenges.
• 70% of organizational change efforts fail.
Tools - Continued
Tool - Team Architect
Certification Required
• Provides an assessment on several factors
attributed to high performance teams.
• Uses a gap analysis.
• Assessment surveys can be completed on line.
• A separate FYI for teams provides suggested
remedies.
Tools - Continued
Tool - Choices Architect
Certification Required
• Is 2 times more predictive of potential than IQ.
• Uses 80 factors that determine how learning
agile the individual is.
• The 80 factors fall into 4 themes: mental agility,
people agility, change agility and results agility.
• Used for succession planning and individual
development.
Tools - Continued
Tool - Choices Continued
• Provides a separate FYI that provides remedies
that help you improve your learning skills.
• A separate interviewing tool is also available.
• Choices is available in card sorts, paper
questionnaires or on-line surveys.
Tools - Continued
Tool - Learning Architect
Certification Required
• Identifies how you learn by assessing 48 learning
tactics.
• Assess your skills, methods and preferences.
• Assess how you learn from experience.
• Assess what you misuse or underuse.
• Provides learning tips.
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