Diarmuid Ryan is an Associate of Lominger Inc. (Link) and works closely with Lominger  using a variety of their research based and experience tested products,  the ‘LEADERSHIP ARCHITECT’ suite to develop an individual’s full potential, therefore increasing their productivity; transforming them from ‘average’ to ‘high performing’ employees.

The ‘LEADERSHIP ARCHITECT’ suite represents a collaboration of research based findings and practical, user friendly tools, applications and development solutions.  It facilitates organizations in adapting the functioning of their executive development systems to the way research based best practices in management indicate they should function.

The tools we use are:

  • Strategic Effectiveness Architect TM
  • Competency Modelling (67 competencies, 18 Stallers and Stoppers)
  • Succession Planning
  • Learning Agility using CHOICE
  • Change Management using ChangeAble
  • Team Capabilities
  • Interviewing & Selection
  • Feedback VOICES 360 ˚
  • Career Development
  • Learning Enhancement
  • Performance Management
  • The 11 Absolutes of Talent Management

The integrating hub of the tools and processes comprising the Suite is the LEADERSHIP ARCHITECT Competency Library. The 67 positive and 19 negative competencies (stallers and stoppers) represent information gleaned from multi-year studies conducted by the Center for Creative Leadership, AT&T, Sears and other longitudinal research.  These studies focused on how and why some executives gain success while others derail their careers.





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Competency Sort Cards

Sort cards can be used by managers for:

  • Defining critical requirements for a job/role
  • Establishing key organizational or competitive edge competencies
  • Individual development
  • Evaluating a team
  • Matching people to job requirements
  • Assessing interview candidates
  • Conducting performance improvement decisions
  • The Leadership Architect Competency Sort Card Deck contains skilled, unskilled and overused descriptions to assist feedback, development , coaching,   job profiling and recruiting decisions.


Typical uses of the LEADERSHIP ARCHITECT® Library Structure are:

  • Assess an individual’s current skill
  • Assess an organization’s current skill
  • Determine future skill needs
  • Profile critical competencies
  • For leadership development 
  •                 By level
  •                 By job or job family
  •                 By unit/division
  •                 Identify skill/importance gaps


Lominger International: http://www.lominger.com/