Leadership Architect® Research and Interpretation Guides - Lominger

Competencies that moved upExecutive2. Dealing with Ambiguity L to M7. Caring About Direct Reports L to M33. Listening L to M39. Organizing M to H47. Planning L to MCompetencies that moved downExecutive25. Hiring and Staffing M to L49. Presentation Skills H to M56. Sizing Up People M to L63. Total Work Systems M to LManager25. Hiring and Staffing L to M27. Informing L to M32. Learning on the Fly M to H35. Managing and MeasuringWorkL to M37. Negotiating L to M39. Organizing M to H41. Patience L to MIndividual Contributor34. Managerial Courage L to M35. Managing and MeasuringWorkL to M38. Organizational Agility M to H52. Process Management M to H55. Self-Knowledge L to MManager17. Decision Quality H to M56. Sizing Up People M to L58. Strategic Agility M to L63. Total Work Systems H to L66. Work/Life Balance M to LIndividual Contributor20. Directing Others M to L28. Innovation Management M to L37. Negotiating M to L56. Sizing Up People M to L63. Total Work Systems H to M66. Work/Life Balance H to M67. Written Communications H to M

Page DLeadership Architect ® Library Structure.The updated Leadership Architect ® Library Structure features:Leadership Architect ® Library StructureFactor I:Strategic SkillsFactor III:CourageFactor VI:Personal and Interpersonal SkillsFactor VII:Trouble with PeopleCluster A. Understanding the Business Cluster H. Dealing with Trouble Cluster N. Relating Ski ls Cluster V. Doesn’t Relate We l to Others5. Business Acumen 9. Command Ski ls 3. Approachability 101. Unable to Adap to Differences24. Functional/Technical Ski ls 12. Conflict Management 31. Interpersonal Savvy 106. Blocked Personal Learner61. Technical Learning 13. Confronting Direct Reports108. Defensiveness34. Managerial Courage Cluster O. Caring About Others112. Insensitive to OthersCluster B. Making Complex Decisions57. Standing Alone 7. Caring About Direct Reports17. Decision Quality10. CompassionCluster W. Self-Centered30. Inte lectual HorsepowerCluster I. Making Tough People Ca ls103. Overly Ambitious32. Learning on the Fly 25. Hiring and Stafng Cluster P. Managing Diverse Relationships104. Arrogant51. Problem Solving 56. Sizing Up People 4. Boss Relationships 105. Betrayal of Trust15. Customer Focus 107. Lack of ComposureCluster C. Creating the New and Different21. Managing Diversity 109. Lack of Ethics and Values2. Dealing with Ambiguity 23. Fairness to Direct Reports 119. Political Missteps14. Creativity 42. Peer Relationships28. Innovation Management Factor IV:64. Understanding OthersCluster X. Doesn’t Inspire or Build Talent46. Perspective110. Failure to Build a Team58. Strategic AgilityCluster Q. Inspiring Others111. Failure to Staff EffectivelyCluster J. Focusing on the Bo tom Line36. Motivating Others 117. Overmanaging1. Action Oriented 37. Negotiating43. Perseverance 60. Building Effective Teams53. Drive for Results 65. Managing Vision and PurposeCluster D. Keeping on Point16. Timely Decision MakingCluster R. Acting with Honor and Character50. Priority Se ting 22. Ethics and Values29. Integrity and Trust Factor VIII:Cluster E. Ge ting Organized39. Organizing47. Planning11. ComposureCluster Y. Too Narrow62. Time Management Cluster K. Being Organizationa ly Savvy26. Humor 113. Key Ski l Deficiencies38. Organizational Agility 33. Listening 114. Non-StrategicCluster F. Ge ting Work Done Through Others48. Political Savvy 41. Patience 115. Overdependence on an Advocate18. Delegation44. Personal Disclosure 116. Overdependence on a Single Ski l19. Developing Direct Reports and Others Cluster L. Communicating Effectively20. Directing Others 49. Presentation SkillsCluster T. Demonstrating Personal Flexibility Cluster Z. Doesn’t Deliver Results27. Informing 67. Wri ten Communications 40. Dealing with Paradox 102. Poor Administrator35. Managing and Measuring Work45. Personal Learning 118. Performance ProblemsCluster M. Managing Up54. Self-DevelopmentCluster G. Managing Work Processes6. Career Ambition 55. Self-Knowledge52. Process Management 8. Comfort Around Higher Management59. Managing Through SystemsCluster U. Balancing Work/Life63. Total Work Systems 66. Work/Life BalanceFactor II:Operating SkillsEnergy and DriveFactor V:Organizational Positioning Skills Cluster S. Being Open and ReceptiveTrouble with Results• Updated colors that correspond to the factor colors in theLeadership Architect ® Sort Cards and the Interview Architect ® FastFlip interview guides.*Leadership Architect ® Research and Interpretation guides are available in languages:French, Italian, German, Spanish, Simplified Chinese, Brazilian Portuguese, andJapanese. Please visit our website for more information: http://store.lominger.comThe Research and Interpretation Guides are part of the LeadershipArchitect ® Suite. Experience-tested and research-based, the LeadershipArchitect ® Suite is a comprehensive set of resources that can be applied tofit any organization’s culture or way of operating.Based on 67 Competencies and 19 Career Stallers and Stoppers (groupedinto 8 Factors 26 Clusters), plus 7 Global Focus Areas, LeadershipArchitect ® is designed to integrate talent management practices in anorganization.Leadership Architect ® is integrated throughout our products, sodepending on your talent management need, each resource can workindependently or in concert with other available products and services.For more information about any of our Leadership Architect ® products,visit our website at http://store.lominger.com, contact CustomerService toll free at: 1-877-345-3610 (US & Canada), 1-952-345-3610(International), or e-mail us at customerservice@kornferry.com.PRICINGLeadership Architect ® Research and Interpretation Guides—English Version (Color) $30.00Leadership Architect ® Research and Interpretation Guides—English Version (Black and White, 25 sets) $100.00Leadership Architect ® Research and Interpretation Guides—Languages Version (Black and White, 25 sets) $100.00Copyright © 2009. Korn/Ferry International. All rights reserved.