ETHICS –
Toolkit - Category “Personal and
professional leadership
development”
Eva Gardyan-Eisenlohr
ETHICS Strategic Committee
Paris, 18.1.2014
Overview
• Building Skills and Capabilities
• Developing Behaviours
• Proposal of next steps
Building Skills and Capabilities
- the Bayer example
• Professional knowledge/technical Skills -> laws, code of conducts, drafting
• Business knowhow -> corporate history and corporation, business and
industry models and trends
• Communication and soft skills -> negotiation, conflict and crisis
management
• Leadership and Management skills
• in minimium 3 stages: entry, advanced and senior, where appropriate
senior expert and head of LP&C
• Basis for people development discussions, preparation by employee and
supervisor
Developing Behaviours
• ‘Lominger’ model
• Empirical approach to helpful behaviors in career
development, based on research since the 1970’s
• http://www.lominger.com/pdf/fyi5_usageguide.pdf,
• http://youremployment.biz/competency/lomingercompetency-list/
Introduce Lominger
Who/what is behind Lominger?
•
Dr. Michael M. Lombardo and Dr. Robert W. Eichinger co-founded a company called
Lominger
Dr. Michael M. Lombardo,
former Director of Leadership
Development Research at the
Center for Creative Leadership
•
From 1974-1983 the Lessons of Experience study examined:
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What people learn on the job
What triggers learning
What the key experiences for growth are
What specific factors lead to derailment
From this work and other research, a competency frame was developed
that includes
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Dr. Robert W. Eichinger,
former practitioner at
Pepsico and Pillsbury
67 competencies
7 global focus areas
19 career staller & stoppers
Today this concept is used by many Fortune 500 companies
in support of various HR processes
Introduce Lominger
The benefits of the Lominger Approach
• Offers a practical tool/process
that managers and employees can use
with the support of HR
to improve employee development
• Lominger* Leadership Architect provides:
– a research-based approach that many Fortune 500
companies are using
– a common, non-emotional language to diagnose and discuss
development areas for managers/leaders
– a comprehensive library of development ideas to build upon,
matching development activities with each person’s learning
style
– an interactive process which engages managers and
employees in a development dialog
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Introduce Lominger
Sort Cards for 67 Competencies
Front of Card describes
how a skilled employee
would behave
Back of Card describes
how an employee may
overuse the skill or be
unskilled
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Proposal of next steps I
• Usage of the
 Skills and Capabilitiy approach in conjunction with
 Lominger framework or similar concept
to describe skills and behavioral competency profiles of
ethics and compliance professionals
• Sue Egan to identify potential licensing costs
• Skills/capabilities brainstorming and then card sorting exercise
will be done by the members of the 3 category teams
 Methodology familiarization via TC
 Sorting exercise as f2f meeting
 10 people, knowing that not all can attend such a
meeting - preferable by end of March
Proposal of next steps II
• Debrief to Strategic Committee
• Not in scope: identification or evaluation of assessment tools
• Based on identified skills, capabilities and behavioral
competency collect among Ethics Members more target
oriented skill development materials
• Certification should continue to focus on skills and capabilities
only