Coaching that works for both sides.
Coaching for every manager. Every direct report. Every relationship in your organization.
What if every manager started with a roadmap for each person they manage?
Most managers didn't choose management. They were good at their job and got promoted. Now they're responsible for people they've never led before, with no real context on who those people are.
Cloverleaf provides a complete picture of every direct report, then coaches the manager through building the relationship.
Cloverleaf drives change.
increase in
team performance
of all coaching questions are about another person
of people change behavior from Cloverleaf coaching
Walk into every hard conversation prepared.
Every manager has someone on their team they don't know how to reach. Cloverleaf tells them how before the conversation happens.
Feedback
Lets a manager ask any question about a direct report and get a specific, data-grounded answer.
Role Play
Conversation practice is simulated against how a specific person actually responds. Not a generic bot.
Coach the relationship, not just the manager.
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.
Multi-Relationship Assessment
The manager gets coaching on how to approach the direct report. The direct report gets coaching on how to work with the manager.
Daily Coaching
Coaching that surfaces in Slack and email: a nudge before the 1:1, context before the hard conversation, daily reinforcement on the growth areas a manager or direct report is working on.
Cloverleaf is a cheat code. It gives me the ability to truly know my team and meet them where they are."
- Kevin Mills,
VP, Organizational Development & Impact
The performance review is the start, not the end.
Most development goals don't go anywhere after the review. The manager moves on to the next 1:1. The direct report files the goal somewhere and gets back to work. A year later, the next review starts from scratch.
Cloverleaf keeps the development going between meetings. A growth area set during a review shows up in Slack the next time it's relevant, before a 1:1, before the conversation where it matters.
The review doesn't end when the meeting does.
Coaching
Topics
Coaching
Plan
Meeting
Prep
Guided
Feedback
360
Feedback
When the team changes, the coaching changes with it.
Reorgs happen. People get hired, leave, switch teams. Most coaching programs struggle to keep up. When a new direct report joins, the manager already has a picture of how they work. When the team around a direct report shifts, they get coaching on the new dynamic without waiting to figure it out themselves.
RELATIONAL
Team Relationships
A shared behavioral view of how the team works together: where there is natural alignment, where friction is likely, what changes when someone joins or leaves.
CONTEXTUAL
Team Composition Refresh
When someone joins, leaves, or changes roles, coaching updates automatically for everyone affected before day one.
Cloverleaf helped me realize two contributors had higher leadership desires than I thought. It allows me to take advantage of strengths I wouldn't have known existed."
Analyst Manager, Hewlett Packard
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
New and changing teams
Help new and reorganized teams understand how each person works before their first meeting together.
- Working Style
- Team Relationships
- Workday integration
- SAP SuccessFactors integration