ResumeAdapter
Updated 2026-07-21

Lockheed Martin runs on Full Spectrum Leadership.
Five imperatives your resume has to evidence, not name.

What this page covers

Full Spectrum Leadership is Lockheed Martin's leadership-development model, introduced in January 2006, that describes the expectations for successful leadership across the company. This page maps its five imperatives, Deliver Results, Shape the Future, Build Effective Relationships, Energize the Team, and Model Personal Excellence, Integrity and Accountability, to resume language, alongside the three company-wide core values. It is a leadership model, not a universal applicant scorecard, so the point is to evidence the imperatives inside quantified outcomes, never to list them.

Free to scanFive imperatives mappedEvidence over adjectives
By the numbers
Imperatives
5
Full Spectrum Leadership
Core values
3
Company-wide layer
Introduced
2006
January, leadership model
Named scorecard
None
Behavioral STAR

The quick answer

What is Full Spectrum Leadership at Lockheed Martin?

Full Spectrum Leadership is Lockheed Martin's leadership-development model, introduced in January 2006, that describes the expectations for successful leadership across the company. It defines five imperatives: Deliver Results, Shape the Future, Build Effective Relationships, Energize the Team, and Model Personal Excellence, Integrity and Accountability. Lockheed uses it as a consistent foundation for selecting, developing, and assessing leaders at all levels, from recruitment through succession planning. It is a leadership framework, not a universal applicant scorecard, so do not assume every posting grades you against the five imperatives line by line. The layer that applies to every candidate is the three core values, Do What's Right, Respect Others, and Perform with Excellence, assessed through STAR behavioral interviews. On a resume, do not list the imperatives or values as labels. Evidence them inside quantified achievements, a milestone you owned, a discrepancy you reported, a team you moved, so a reviewer reads them in the work itself. .

Lockheed Martin publishes Full Spectrum Leadership on lockheedmartin.com and describes it as the model that “describes expectations for successful leadership at Lockheed Martin.” It was introduced in January 2006 and defines five imperatives: Deliver Results, Shape the Future, Build Effective Relationships, Energize the Team, and Model Personal Excellence, Integrity and Accountability.

Lockheed frames it as “a consistent foundation for selecting, developing and assessing the performance of leaders at all levels,” and says it is woven through all aspects of Lockheed Martin's leadership processes, from recruitment to learning and development, recognition and succession planning. That is a leadership-development and performance model, not a universal applicant rubric.

The layer that applies to every candidate is the three company-wide core values, Do What's Right, Respect Others, and Perform with Excellence, which Lockheed calls fundamental to who we are and what we do. Lockheed interviewers assess them through STAR behavioral interviews.

The resume reading is the same for the imperatives and the values: a reviewer indexes on the imperative or value being visible in the outcome itself, not asserted as an adjective. A line that reads results-driven team player fails; a line that reads delivered the CDR milestone on the contractual date and closed a 7% cost variance passes, because it shows Deliver Results without ever using the words.

What Lockheed does not publish

Lockheed Martin publishes Full Spectrum Leadership and its five imperatives, and the three core values, but no named candidate interview scorecard and no official mapping of interview questions to specific imperatives. Interviewers use the STAR format, which Lockheed confirms on its hiring-process page, to assess your experience. Full Spectrum Leadership is the model Lockheed uses to select, develop, and assess leaders, not a public per-applicant grading sheet, so do not present it as a rubric every applicant is scored against line by line, and do not claim a given interview question maps one to one to a named imperative. The three core values are the company-wide layer that applies to every candidate.

The five imperatives, deep-dived

Every imperative mapped to resume language,
a worked bullet, and the probe.

Source for the five imperatives and their exact wording and order: Lockheed Martin, Full Spectrum Leadership, on lockheedmartin.com. The imperative names below are quoted exactly as Lockheed publishes them. Lockheed does not publish a per-imperative description or sub-behaviors, so the what-it-means text, resume examples, and interview probes are ResumeAdapter's mapping, illustrative templates rather than Lockheed-supplied.

01
Imperative 01

Deliver Results

On defense and aerospace programs run to cost, schedule, and milestone gates (SRR, PDR, CDR, first flight, delivery), Deliver Results reads as owning a committed outcome and hitting it against a hard bar, where a slipped milestone carries contractual and national-security consequences. Lockheed reads for people who convert a mandate into a measured deliverable, not activity.

What it means in practice
Show this on your resume

Show a program outcome you owned with a number: a milestone you hit on the contractual date, a cost or schedule variance you closed, a throughput or first-pass yield you cleared, a deliverable you shipped to the customer. Lead with the delta, not a results-driven label.

Replanned a behind-schedule avionics integration effort and delivered the CDR milestone on the contractual date, closing a 7% cost variance while holding first-pass test yield above 96% across 14 line-replaceable units.

Avoid this anti-pattern

Results-driven or results-oriented as an adjective with no program, no milestone, and no number. A results label says nothing about what you actually delivered.

Results-driven professional focused on delivering results and exceeding expectations on every project.

Behavioral STAR probe

“Tell me about a commitment you owned that was at risk of slipping its date. What did you decide, and what was the measured result?”

02
Imperative 02

Shape the Future

Shape the Future reads as looking beyond the current task to set direction: a technology roadmap, a capability you positioned for a future program, an architecture or process you put in place that outlived the immediate deliverable. In a regulated, long-horizon environment, it is forward direction that still cleared real constraints, not vision for its own sake.

What it means in practice
Show this on your resume

Name a decision or capability you set up that shaped what came next: a roadmap you drove, an architecture you standardized, a proposal you shaped, a capability you matured from concept to program. Attach the horizon and the measured effect.

Defined a model-based systems-engineering standard adopted across three programs, cutting requirements-to-verification cycle time 28% and positioning the portfolio for a follow-on competitive award.

Avoid this anti-pattern

Visionary or strategic thinker with no decision, no artifact, and no downstream effect. A future-focused label is not direction you actually set.

Visionary leader and strategic thinker passionate about shaping the future of aerospace and next-generation technology.

Behavioral STAR probe

“Tell me about a time you looked past the immediate deliverable and set a direction others followed. What did you put in place, and what did it change?”

03
Imperative 03

Build Effective Relationships

On large defense programs spanning engineering, program management, suppliers, primes, and government customers, results depend on relationships across organizational lines. This reads as a specific cross-boundary working relationship you built, with a customer, a supplier, or another integrated product team, that unblocked or improved an outcome, not a great-communicator claim.

What it means in practice
Show this on your resume

Show a specific cross-functional or customer relationship you built and the result it produced: a supplier issue you resolved through the relationship, a customer alignment you reached, an inter-team dependency you unblocked. Name the counterparty and the outcome.

Built the working relationship with a single-source supplier's engineering team that resolved a recurring nonconformance, recovering 4 weeks of schedule and taking receiving-inspection rejects from 9% to under 2%.

Avoid this anti-pattern

Strong communicator or relationship-builder as a trait with no counterparty and no result. A collaboration adjective is not a relationship you built.

Strong communicator and relationship-builder who works well with cross-functional teams and stakeholders.

Behavioral STAR probe

“Tell me about a working relationship you had to build across an organizational line to get something done. Who was it with, and what came of it?”

04
Imperative 04

Energize the Team

Energize the Team reads as mobilizing people toward an outcome, especially under pressure: how you rallied an integrated product team through a hard milestone, recovered morale after a setback, or got a stalled effort moving. It is a specific instance where your leadership changed a team's output, not an inspirational-leader label.

What it means in practice
Show this on your resume

Show a moment you moved a team through difficulty and the measured effect on output: a recovery you led, an engagement or retention change you drove, a stalled effort you restarted. Name the mechanism and the result.

Took over a demoralized test team after two missed gates, restructured the daily cadence and cleared the top blockers, and led the team to close 100% of open verification items and pass the next gate on schedule.

Avoid this anti-pattern

Inspirational or motivational leader with no situation and no result. Energy asserted as a personality trait is not evidence.

Inspirational and motivational leader who energizes teams and brings positive energy to every project.

Behavioral STAR probe

“Tell me about a time a team you led was stalled or discouraged. What did you do, and how did its output change?”

05
Imperative 05

Model Personal Excellence, Integrity and Accountability

In a cleared defense environment, this reads as integrity you can audit: doing the right thing on quality, security, and reporting even when it costs schedule or money, and holding yourself accountable for the commitment end to end. It maps to honest status, a discrepancy you reported, a standard you held under pressure.

What it means in practice
Show this on your resume

Show accountability you can evidence: a discrepancy or quality escape you reported rather than buried, a commitment you owned to completion, a standard you held when it was costly. Attach the decision and the outcome.

Halted a delivery to report a test-data discrepancy the schedule pressured the team to overlook, then rebuilt the sign-off checklist that closed it, taking late-stage documentation defects to zero across 30 subsequent deliveries.

Avoid this anti-pattern

High integrity or detail-oriented as an adjective stack with no decision and no auditable outcome. Integrity claimed as a label is filler.

Highly accountable professional of the utmost integrity, committed to excellence in everything I do.

Behavioral STAR probe

“Tell me about a time you did the right thing on quality, safety, or reporting when it was slower or costlier. What was the situation, and how did you handle it?”

Imperative names quoted verbatim from Lockheed Martin, lockheedmartin.com Full Spectrum Leadership. Lockheed publishes no per-imperative description; the what-it-means text, resume examples, and interview probes are ResumeAdapter's mapping, illustrative templates.

The universal candidate layer

The three core values,
and STAR.

Full Spectrum Leadership is Lockheed's model for developing and assessing leaders. The layer that applies to every candidate is the three company-wide core values, which Lockheed describes as fundamental to who we are and what we do. On its hiring-process page, Lockheed describes STAR as “a tool our interviewers use to learn as much as possible about your experience,” so bring one quantified STAR story per value you can evidence.

Core value 01
Do What's Right

Show an ethics, compliance, or quality call that cost you something: a discrepancy reported, a shortcut refused, evidenced by the decision and its outcome, not an integrity adjective.

Core value 02
Respect Others

Show a specific instance where you worked across a difference or a disagreement and it improved the result, not a respectful team player label.

Core value 03
Perform with Excellence

Show a quality or performance bar you cleared with a number: a defect rate, a first-pass yield, a milestone, not an excellence claim.

STAR (Situation, Task, Action, Result) is the format Lockheed says its interviewers use. Prepare one quantified story per value here, and one per Full Spectrum Leadership imperative above that you can genuinely evidence, so every answer lands as an outcome rather than a claim.

Core values quoted verbatim from Lockheed Martin, lockheedmartin.com ethics. STAR is the interview format Lockheed confirms on its hiring-process page. The one-line resume readings are ResumeAdapter's mapping.

What people confuse Full Spectrum Leadership with

What Full Spectrum Leadership
is not.

A universal applicant scorecard. Full Spectrum Leadership is a leadership-development and performance-assessment model for leaders at all levels, used from recruitment through succession planning. Lockheed does not publish a per-applicant FSL grading sheet, so do not assume every posting scores you against the five imperatives line by line.

The same thing as the core values. Full Spectrum Leadership and the three core values are different layers. FSL is the leadership model with five imperatives; Do What's Right, Respect Others, and Perform with Excellence are the company-wide values that apply to every employee and candidate. Both matter, and they are not interchangeable.

A question map. There is no official mapping of interview questions to specific imperatives. Interviewers use STAR to explore your experience, so a given question does not map one to one to a named imperative. Prepare stories that evidence outcomes, not stories keyed to a rubric label.

A replacement for the fundamentals. On defense programs the gates that govern hiring are still there: US citizenship and a government-granted security clearance on cleared roles, ITAR and export-control eligibility, and the cost, schedule, and quality bar of the program. Full Spectrum Leadership sits on top of those, it does not replace them.

On a resume you do not quote Full Spectrum Leadership or the values. You show that you already operate them, results delivered, direction set, relationships built, teams moved, integrity held, each proven with a number. That, not a leadership statement, is what a Lockheed reviewer can actually read.

Full Spectrum Leadership and the three core values are published by Lockheed Martin on lockheedmartin.com. Full Spectrum Leadership was introduced in January 2006 as the company's leadership-development model.

FAQ

Full Spectrum Leadership, FAQ

The questions candidates surface about what Lockheed Martin actually screens for, after they have read the pillar. Answers are byte-identical to the FAQPage JSON-LD, because AI engines that extract HTML and AI engines that extract JSON-LD should not see different text.

What is Full Spectrum Leadership at Lockheed Martin?

Full Spectrum Leadership is Lockheed Martin's leadership-development model, introduced in January 2006, that describes the expectations for successful leadership at the company. It defines five imperatives and provides a consistent foundation for selecting, developing, and assessing leaders at all levels.

What are the five Full Spectrum Leadership imperatives?

Deliver Results, Shape the Future, Build Effective Relationships, Energize the Team, and Model Personal Excellence, Integrity and Accountability. Lockheed publishes the five imperative names but no per-imperative grading rubric.

What are Lockheed Martin's core values?

Do What's Right, Respect Others, and Perform with Excellence, which Lockheed describes as fundamental to who we are and what we do. They are the company-wide layer that applies to every employee and candidate.

Is Full Spectrum Leadership the same as Lockheed Martin's core values?

No. Full Spectrum Leadership is Lockheed's leadership-development model with five imperatives, used to select, develop, and assess leaders. The three core values, Do What's Right, Respect Others, and Perform with Excellence, are the separate company-wide layer that applies to everyone.

Does Lockheed Martin score every applicant on Full Spectrum Leadership?

No. Full Spectrum Leadership is a leadership-development and performance-assessment model for leaders, not a universal applicant scorecard. The layer that applies to every candidate is the three core values, assessed through STAR behavioral interviews. Lockheed does not publish a per-applicant FSL grading sheet.

How do I show Full Spectrum Leadership on my resume?

Do not list the imperatives as labels. Evidence each one inside a quantified achievement: a milestone you owned to the contractual date for Deliver Results, a discrepancy you reported for Model Personal Excellence, Integrity and Accountability, a stalled team you moved for Energize the Team. A reviewer should read the imperative in the outcome, not as an adjective.

Continue

The rest of the Lockheed
resume cluster.

01 / Pillar

How to get a job at Lockheed Martin

The pillar covering Lockheed's application path through IBM BrassRing behind a Radancy career site, Full Spectrum Leadership and the three values in summary, the levels read, and the security-clearance gate.

Read
02 / Spoke

Lockheed Martin levels

How Lockheed engineering maps to the E1 to E7 levels.fyi shorthand and the internal Level 1 to 6 Engineer ladder, the base-heavy comp with near-zero equity, and the Fellow and Senior Fellow apex.

Read
03 / Spoke

The Lockheed Martin interview process

The STAR behavioral loop, how Full Spectrum Leadership and the three core values surface across the panel, and the security-clearance gate on cleared programs.

Read
04 / Resume example

Boeing engineer resume

A worked aerospace engineer resume showing the quantified program, quality, and delivery outcomes a defense-prime reviewer reads for.

Read
Related

Lockheed Martin interview questions

A companion guide to the behavioral and technical questions Lockheed panels ask, with STAR angles mapped to the five imperatives and the three core values.

Read
Related

Cleared defense engineer

A worked proof case for a security-cleared defense engineer, the eligibility gate that governs Lockheed Martin cleared programs.

Read
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