lominger overview

Lominger Overview

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.

Summary of Lominger Competency Research

Hand out

Lominger Interpretation

Guides

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

Which Competencies Differentiate High Performance Vs. Average

(See Handout)

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.

Success Profiles

• Core competencies

• Level specific competencies

• Job specific competencies

Using Success Profiles(Alignment)

• Selection

• Performance

• Development

• Promotion

• Succession Planning

The Lominger Tool Set

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


• 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


• 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


• 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


• 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


• 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


• 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.

Why Should We Care? Building the Business Case for Investing

in People.

• Key findings 1991 - 2003

( Huselid and Becker)

• Improving people architecture by 35%

(1 standard deviation) Linked to a 10-20% increase in shareholder value.

lominger overview

Documents