FAQ

Q. How did Cleaver International come into existence?

Cleaver International takes its name from John P. Cleaver who founded the company fifty years ago after deciding that the time-study, assembly line trend lost sight of the human factor inherent in jobs, a critical factor that could not be overlooked. "Clipper" Cleaver - an Olympic swimmer in his Princeton days - combined his industrial engineering experience in business with his study of the prominent behavioral psychologists, particularly William Moulton Marston, to design various instruments that help managers maximize the efficiency and productivity of their most valuable resource - the people who work for them.

Q. What is Cleaver International’s relationship with LeadershipTools?

A. Frank DuMar is both the CEO of Cleaver International and LeadershipTools. Where Cleaver International is a recognized leadership consulting firm, LeadershipTools is a software and services company that is leveraging Cleaver tools, instruments and experience to build a scalable technology platform for leadership development.

Q. How does DISC address the way people respond to workplace situations?

Basically, people respond to workplace situations by demonstrating a combination (with one predominating) of the DISC traits.

The two Cleaver PDS tools that use the DISC profile are part of the Synergy Profile: The Human factor Job DISCription and the Self-DISCription. Both of these tools use the same DISC scale.

Q. Please explain the Human Factor Job DISCription (HFJD) and Self-DISCription's (SD) use?

First you need to determine what specific combination of behavioral traits the job requires. The supervisor of the job and other key colleagues should individually complete a Human Factor Job DISCription, then discuss their differences and agree on one job standard for Behavior.

• Have the candidate complete the Human Factor Job DISCription
• Have a candidate complete the Self-DISCription (SD)
• Determine the candidate's DISC pattern
• Compare the job DISCription with the Self-DISCription
• Determine to what extent the candidate meets the behavioral requirements of the job
• Isolate and analyze the the Job Success Factor of Values
• Have the candidate complete the Motivating Values form
• Determine to what extent the candidate meets the requirements of the job

Q. Please explain the Job Success Indicator Process.

• Having determined a profile for the candidate's Behavior and Values, we have now collected data that looks at the "individual's Success Potential" (A section of the Job Success Indicator)
• Score the Job Success Indicator
• The Success Factors will be noted that you have given a high priority, but for which the candidate has been rated at a relatively low level ("High Weight - Low Rate")
• Complete a "Personal Development Plan" which is part of the Job Success Indicator format

Based on your "High Weight - Low Rate" analysis, list the actions you can take and that you would want the individual to take, in order for the individual to be successful in meeting the needs of the job. For example, you weigh "Financial Wisdom" a "10" and rate the individual a "2". However, the individual rates highly in nearly every other highly-weighted Success Factor.

Q. What industries use Cleaver systems?

Over the past fifty years, The Cleaver Company has helped over a thousand companies find ways to get the most out of their human capital investment - PEOPLE, and along the way we have trained over 10,000 managers as Cleaver Associates. Our value-added product line is:

• Built in Business for Business
• Time tested and celebrating 40 years of service
• Pioneering to educate leaders in Performance Based Management
• Used by over 1,000 Companies

Today, for example, a few of the industries we currently serve include:

Airlines, Air Freight, Aluminum, Apparel, Associations, Audio Electronics, Automobile, Bank Holding Companies, Book Manufacturing, Communications, Computers, Construction, Cosmetics, Data Processing, Design, Direct Sales, Distribution, Education, Electronics, Engineering, Financial Services, Food Products, Government, Greeting Cards, High Technology, Holding Companies, Hotels, Jewelry Stores, Kitchen Equipment, Maintenance, Manpower Leasing, Marine Transportation...

But, no matter what specific business interest is invoked, the service we provide is the same: To provide tools that can fine tune your management systems and increase your productivity.

Q. How can Cleaver tools help create job compatibility and increase productivity?

The tool included in our People Development System, or PDS, matches people to jobs - jobs that are linked to your corporate goals. People change and jobs change - and we must make adjustments to get as close a fit as possible. Our clients have found that the more compatible the person is with the job, the more satisfaction is derived and job satisfaction equals higher productivity.

Q. What are some of the specific ways a good match can benefit a client company?

• Success leads to better performance
• Encouragement Improves Internal Motivation
• Confidence Leads to Improvement & Progress
• People Work Better, Harder and with Less Stress
• TGIF Replaced with Thank God it's Monday
• Management Effort is Maximized
• Turnover is reduced

The Cleaver Development System contains tools that can fine tune a wide variety of managerial situations which we believe fall into 12 catagories we call The Twelve Applications of the PDS.

Q. What are the twelve categories or applications of the People Development System?

• Develop the Organization
• Define Success Standards
• Build the Management Team
• Build the Sales Force
• Place only Qualified People
• Provide Objective Performance Evaluations
• Identify Future Management Talent
• Establish Career Planning and Counseling
• Plan for Succession and Promotion
• Communicate a Management Language
• Resolve Personality Conflicts
• Increase Productivity

Q. What would be an example of how these applications are used in business?

We must emphasize that any one or any combination of the Applications may respond to a need at your company at any time. For example:

• Unexpected high turnover in the sales force requires immediate rebuilding
• You need to appoint several project teams, each with special qualifications
• Projected retirements create the need to identify talented managers for promotion

The Cleaver People Development System has the easy to use tools you need to make adjustments or repairs to managerial problems. Whatever the circumstances, The Cleaver People Development System employs a simple sequence of actions, all of which, by the way, are supported by user - friendly computer software.

Q. How does the People Development System work?

Cleaver "PDS System" Flowchart