Professional Management Program – PMP I

This outreach program brings an understanding of people to department heads, managers, and supervisors. One of the real highlights of this course is discovering the dramatic differences in behavior of people and how to manage them accordingly.

Managers will work with a Cleaver Analyst on the selection, management and development of people to build their organizations.

The curriculum starts with each manager taking on the project of changing how his/her time and priorities are allocated. Then, they are trained to set success standards and communicate their expectancies. Next, the course deals with scenarios of real people and how to manage them. The essential thrust of this program is to get managers to make the transition from being “Doers”-technicians and personal producers to become managers who delegate, oversee, and develop people.

Purpose:

• To provide Lifelong knowledge to all managers of people
• To collaborate with Cleaver Analysts
• To give managers insight into themselves

Course Details:

• Group size is limited to 10 managers
• Course is two – three days in Applying the System
• Live “cases” of subordinates are used.

The goal in this management development program is to teach the twenty professional management skills. After instruction and development, each manager will eventually be rated in these skills.

This course focuses on answering the following questions:

• How well does one know the management process?
• How does one manage time?
• How does one delegate authority?
• How well does one produce Managers?
• How well does one provide Leadership?
• How well does one accomplish objectives?

Some of the skills that will be developed throughout the course are:

• Decision making
• Time management
• Listening
• Managing difficult personalities
• Removal of non-performers
• Team building.

This course provides hands-on training. It prepares the manager for what is referred to as a 360 ° evaluation of his or her skills by ten people: 2 Superiors, 4 peers, and 4 subordinates. We have found that competence in this comprehensive skill set, is a glaring gap in most companies. Most managers tend to be proficient in only 6 of the 20 skills. It is most appropriate for managers who were recently promoted to management and are in the learning stages, however, all people in supervisory roles are encouraged to take it to increase their management skills.

Purpose:

• To learn all twenty skills of management
• To illustrate skill needs and applications
• To build personal development plans
• Skills ratings of each manager are increased to “desirable.”

Course details:

• Group size is limited to ten managers
• Course is three days

Objectives:

• To evaluate your personal leadership
• To identify needs for advancement
• To recommend Company improvements
• To provide resources to support you for the long-term

Program:

I. Thought Leadership

With today's frantic work pace where emphasis is on reacting and doing, thought leadership is invariably incomplete. Vision, objectives and strategies must be created and communicated to give meaning and power to your leadership ideology in order to mobilize your organization for success.

II. Organization Leadership

Most executives need advancement in this dimension. Organization Planning and Development builds a strong organization by clearly setting out the accountability for each role. Insight is given to qualify each individual and gain commitment in each position to achieve the Company's objectives.

III. "Leadership of People"

The leader needs to have the understanding of a psychologist, the objectivity and decisiveness of an umpire and the devotion of a parent. Then the leader will be able to invest the payroll wisely through effective selection and good decision making skills, to increase productivity per person by understanding people’s behaviors and matching them to the right tasks, and to develop quality talent for growth and succession.

Purpose:

• To establish long term mission Chief Executive Officers
• To match people to the Mission Presidents
• To advance leadership ability Executive Vice Presidents

This course is the knowledge base for sales executives and field managers to grow the sales for with your sales management system.

Purpose:

By nature, sales people are fiercely independent and tend to avoid standards, process and systems. This course features an array of successful strategies, methods and techniques to improve performance in sales.

The purpose of this course is to provide managerial disciplines with clear definitions, reconcile differences between marketing and sales management,

and help managers to measure performance by establishing sales performance standards. It also teaches them how to recruit and select sales people properly to avoid turnover and then how to manage each individual most appropriately to be productive and successful. Top sales people, when appointed to management, are tempted to continue to sell but they must focus their efforts on managing.

Results:

The most important result is to convert an independent sales personality into a responsible sales manager who will build and manage a successful sales organization. The resulting new unity and excitement of the sales force provides a loyalty which binds them together and is the best defense against the competition and head hunters who seek to pirate your people.

Course Process:

This course is personalized to fit the people, product and markets of your company to implement your sales management system. All of the cases that are studied will be real cases in your company, which gives the course practical relevant compensation. Courses are produced in the various major sales regions of the company to save travel expenses. The course is 2-3 days in duration.

Train The Trainer Course

Identify a group of potential trainers who:

• Are recognized and respected among their associates by virtue of their position or their special expertise
• Have demonstrated effective presentation skills or who have the potential to acquire those skills
• Appreciate the importance of Train-The-Trainer and The People Development System to the company
• Show a willingness to accept this special assignment

Today's work environment places a premium on careful selection of the workforce, followed by commitment to their retention and development. To make this happen, you may decide to

Further, let's assume you decide that Cleaver's People Development System offer's

Of course, you can send your people to us or we can come to you obviously, the time-tested, traditional approach; but with traditional expenses, too. Travel, lodging, meals - you know the numbers. And sometimes you wonder how much of the training sticks after the last class.

Basic Course

This course, introduced in 1958, is now the longest running course in America (41 years). You can learn it in one week and apply it to your Company immediately.

The course has been pioneered to enlarge the supervisor's understanding of the job candidate’s behavior. Work Experience and Education are irrelevant after being hired, but behavior will always be a substantial issue. This course shows how the Cleaver Analyst will profile the candidate to see if he/she is matched to the corresponding job based on the candidate’s behaviors. Once that is done, the analyst will have valuable insights on how to manage and develop the individual.

The course also teaches Career Guidance for the unqualified: the referral of the non-suited individual from one career direction to another more appropriate one (outplacement).

MASTER THE CLEAVER SYSTEM

"MOTIVATING VALUES AND CAREER SUCCESS"

Having built a strong base of knowledge in understanding behavior and matching job compatibility (the core of the Basic Course) the Cleaver Analyst now moves on to explore the twelve other significant factors which influence job success.

Strong emphasis is given to the Cleaver instrument, "Motivating Values", which digs deeply into the individual’s value system, and provides unusual insights into his or her motivation in a global sense.

Then, the course discusses the results of a managerial study, "What do managers want to know about people?" Work Experience and Education, the standard criteria, dropped down the list. Behavior, Internal Motivation and Values rose along with Intelligence and Integrity.

Next, Learn to master the three instruments, which complete your certification in the System as a "Cleaver Analyst":

• Motivating Values
• Career Planner
• Job Success Indicator

The "Career Planner" is the comprehensive instrument which captures the individuals’ introspection on all of the thirteen factors which contribute to Career Success. It provides the depth of information needed to intelligently manage an individual’s career.

The complete guide to career satisfaction evolves from the "Job Success Indicator" wherein one applies all thirteen components of the Cleaver System in qualifying the individual. This is the final step in certification for the Cleaver Analyst.

Executive Course

This course addresses the primary need of job compatibility in the management team. It starts with the setting of Human Standards by use of the Human Factor Job DISCription. These human factors are translatable into the human behavior of people.

Any individual can then be measured with the Self DISCription, which reveals the unique characteristics of each person, to judge the match with the job. Everyone has a unique behavior pattern. There is no bad pattern; only inappropriate behavior for a given job.

Based on a four-factor concept, the System features matching tools, which measure the Superior's standards for success and the individual's behavior on the same terms.

The System provides a new common language for describing the relationship between the job and the incumbent.

Our imperative responsibility is to:

• Provide insight into each individual's talent.
• Bring every performer up to standard.
• Manage each person as a unique individual.
• Avoid conflicts as strong people drive for Goals.

Presidents Course

The Presidents Course features the evaluation of each company represented by the participants. This evaluation includes a comprehensive diagnosis, objectives, master strategies, and the improvements needed to achieve long-term objectives. Enthusiastic presidents tell us that this course taught them how to build and develop their management team. We help presidents gain new insights into people and relate them directly to the business plan and strategies.

One unusual feature of this course is that each president studies, analyzes and mentally builds another presidents company.

Delegation is another part we teach in this course. In order to delegate, the president must determine the accountability of each associate. These questions help in doing that:

• What is the role?
• What qualities are required?
• How can we strengthen the incumbent?

Ten recommendations are required.

Human Resource Course

The Cleaver Concept is used to make Human Resources a true management function. This course shows how human resources can contribute to the company and retain authority and accountability. All of the 24 components are included in human resource program.

HR Program component examples:

• Organization planning: Prescribing human needs for the company’s future
• Manager development identification and development of leaders
• Establish and control personnel policies to enable positive work environment; commitment to company
• Evaluating all people for appropriate behavior, motivation, and values

Certifications and In-House training

Certification and In-House training is a way to maximize your payroll investment. Cleaver training programs can be held on-site or as public courses so that client employees can be exposed to the Cleaver concepts at a cost consistent with customer needs. Beyond the standard courses described below, we will tailor specific training modules to the specialized needs of your project. Our core programs include:

• Professional Management I: "The Management of People"
• Changes your emphasis from "Doing" to "Leading"
• Professional Management II: "The Skills of Management"
• Increase your effectiveness in 20 Management Skills
• Basic Course Certification: "Human Behavior & Job Success"
• A prerequisite for anyone charged with leading people
• Advanced Course Certification: "Motivating Values & Career Success"
• What managers need to know most about people
• Leadership Course: Top leaders are brought together to develop their
  best thinking
• Sales Management Course: A knowledge base for a Sales
  Management System

COST BENEFITS OF IN - HOUSE PROGRAMS

We are pleased to offer In-House Programs with up to a 25% savings to you. In addition to saving travel and hotel expenses for your staff, you gain the advantage of capturing the productivity usually lost in travel.

* Time Requirements - Core Programs can be tailored from 1 - 3 days