When the team changes, the performance shouldn't.
Cloverleaf gives newly formed teams context on each other from day one, the kind most teams take months to build.
Teams that work together from day one
Every new team starts the same way. Nobody knows how anyone else communicates, makes decisions, or handles pressure. The first months are spent figuring it out, often through friction that should have been avoidable. Cloverleaf compresses that time frame with the kind of context most teams only get after working together for a year.
Cloverleaf supports change.
increase in
team performance
of all coaching questions are about another person
of people change behavior from Cloverleaf coaching
Reorgs that don't reset every relationship
A reorg moves people around. New reporting lines. New peers. New teams. The org chart changes overnight. The relationships have to start over. Cloverleaf doesn't reset. When the org changes, the coaching adjusts automatically.
Coaching updates via HRIS integration
When someone joins, leaves, or changes roles, coaching updates automatically for everyone affected. Live connection to org structure and reporting changes. Cloverleaf knows about the reorg the same day HR does.
Daily coaching through change
From a new hire's first day through the full arc of an organizational transition, personalized coaching tips are delivered daily in Slack, Microsoft Teams, LLMs, or email, in the tools people are already in.
There was a lot of us-versus-them mentality across departments. By implementing Cloverleaf people were able to not only understand themselves better, they were able to understand their colleagues better."
- Christy Cole,
COO
Acquisitions that integrate the people, not just the org chart
The work of making the relationship better isn't on the manager alone. Before a 1:1, the direct report gets a coaching nudge too: how to ask for what they need from someone who manages differently than they prefer to be managed.
Neither person has to go looking for insight. It shows up before the meeting where it matters most.
Synthesized Behavioral Assessments
Synthesized profiles for every person across both companies, in one platform.
Multi-Relationship
Coaching
Ask Cloverleaf how to navigate a working group across two cultures. Get an answer grounded in everyone's behavioral profile.
We acquired 12 markets of broadcast television around the country. Cloverleaf not only allows us to get to know them, it allows them to get to know us, before we ever walk through the door."
- Kevin Mills,
VP, Organizational Development & Impact
See whether the change actually worked.
Every change comes with a question nobody can answer. Did the reorg actually move the business? Cloverleaf measures the change itself. Where new structures are landing. Where they're not. Which leaders are bringing their people through and which aren't.
PROVABLE
Outcomes Dashboard
Analytics on what's actually shifting after a reorg, layoff, or acquisition. Behavior change across teams and functions. Not completion rates. Actual change.
CONTEXTUAL
Talent Mobility Data and Retention
Talent mobility data, retention, span of control, connected to the changes you made and the coaching that came with them.
Coach every relationship your people work in.
Team relationships
Show every team where they work well together and where friction might occur.
- Multi-Relationship Assessment
- Working Style
Leader and organization
Develop every leader and the people they lead at the same time, and see which behaviors changed.
- Coaching Topics
- Company Customization
- Reporting
- Themes
Manager and direct report
Prepare managers and direct reports to work with each other before every 1:1, review and hard conversation.
- Working Style
- Multi-Relationship Assessment
- Meeting Prep
- Role Play