1. ETHICS – Toolkit - Category “Personal and professional leadership development” Eva Gardyan-Eisenlohr ETHICS Strategic Committee Paris, 18.1.2014

2. Overview Building Skills and Capabilities Developing Behaviours Proposal of next steps

3. 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

4. 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://www.lominger.com/pdf/fyi5_usageguide.pdf http://youremployment.biz/competency/lominger- competency-list/ http://youremployment.biz/competency/lominger- competency-list/

5. 5 Who/what is behind Lominger? Dr. Michael M. Lombardo and Dr. Robert W. Eichinger co-founded a company called Lominger From 1974-1983 the Lessons of Experience study examined: – 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 – 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 Dr. Robert W. Eichinger, former practitioner at Pepsico and Pillsbury Dr. Michael M. Lombardo, former Director of Leadership Development Research at the Center for Creative Leadership Introduce Lominger

6. 6 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 Introduce Lominger

7. 7 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 Introduce Lominger

10. 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

11. 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