The is no easy button for feedback.
But there is something that you can do about it.
Both as managers and IC’s, work on integrating feedback into your culture
Start with onboarding! New hires often get broad advice but little clarity on how they work best—or how to communicate early.
Learn how to elevate collaboration and navigate conflict
People misinterpret each other’s tone, timing, or intent—especially under stress.
Truly integrate feedback into Performance & Growth
Fix your performance review process using Cloverleaf's coaching
Create sustainable habits of building self awareness and others awareness, that take the stress and bias out of performance conversations.
Create more impactful coaching experiences (Manager to IC)
Coaching conversations feel generic or judgmental without deep, role-specific insight.
Onboarding & Role Clarity
Integrate Assessment Insights Early
What to do:
Encourage the new hire to complete their Cloverleaf assessments within the first week.
Schedule a 1:1(or 2) to walk through their results—not as a debrief, but as a mutual discovery session. Focus on how they like to work, receive feedback, and make decisions.
Match your feedback style using our Styles Comparison Tool.
For a high-D DISC type: be direct and outcome-oriented.
For an Enneagram 2: offer appreciation before constructive input—they thrive on relational trust.
For an INFP (16 Types): give them time to reflect before responding.
How to do it:
Energy Rhythm: Understand what times of day they operate best in, schedule key meeting with these in mind
Enneagram: Reveals core motivators, energy drivers, and stress behaviors
16 Types: Shows how people Gather information (intuition vs. sensing), makes decisions(thinking vs. feeling), and interacts with others(introversion vs. extraversion).
Insight Search: just ask “How does Jordan Like to Work?” “What is Jordans feedback Style?” or “What is the best way to give Jordan Feedback?”
Why it matters:
This creates early psychological safety and shows that development is individualized, not one-size-fits-all. You also start to build a team vocabulary using Cloverleaf coaching that create a baseline of understanding.
Use Daily Coaching Tips to Reinforce Feedback
What to do:
During your first 30 days use Cloverleaf’s Automated Coaching Tips in tools like Slack, email, or calendar invites to give in-the-moment nudges. This will help you build the habit of building your own self awareness and give you valuable insight into your teammates and others that you will be working with.
If you are feeling bold, you can also reference a tip you got on someone else when giving them feedback or praise!
(e.g., “Your Strengthscope® shows that you're energized by influencing. I noticed that came through today when you helped clarify priorities which helped me get up to speed quickly—nice job.”)
Why it matters:
It makes feedback feel specific, timely, and aligned with the employee’s natural strengths—not just performance review language.
Anchor Feedback in Role Clarity + Motivation
Set early challenges and goals based on their strengths and motivators.
Ask new hires to highlight one Cloverleaf insight that surprised or affirmed them.
Gives them a chance to lean into opportunity areas or strength.
Use that to shape their onboarding goals. For example:
“Your profile shows you’re energized by starting new things (Enneagram 7). Let’s align that with your onboarding by having you lead our next team stand-up.”
For Example:
Jordan is the only Enneagram 5 on the team and they are 100 Introverted
Opportunity area: Our team is big on collaboration and your profile suggests that you may be a bit more of a lone wolf, do you think that is true or not?
If so what are some ways that we can get you integrated into our team but also respect your energy preference?
Strengths: Both Jordan and their manager found this tip really insightful!
“Jordan has a brilliant strategic mind that can offer valuable insights on projects. To tap into these strengths, invite Jordan to share input and help drive innovative solutions. It may be most effective to source Jordan's contributions in writing as it's likely a preferred method over group discussions.”
So they settled on a goal of
Offer at least one novel insights per meeting this week!
Why it matters:
It connects personality to purpose—and helps new hires see how they already add value.
Create Feedback Routines, Not Events
Putting all of this together
What to do:
Build “insight-based check-ins” weekly during the first 90 days:
What did you learn about yourself?
What feedback did you receive—and how did it land?
What are you noticing about how your strengths show up at work?
Why it matters:
You normalize coaching as a shared practice—not a top-down evaluation. This reinforces Cloverleaf's philosophy of learning in the flow of work.
Peer Collaboration & Conflict
Start with Self-Awareness, Not Self-Defense
Before you respond to feedback—or avoid it altogether—use your Cloverleaf profile to check in with yourself.
Ask:
What’s my typical reaction when someone challenges me?
Is that helping or hurting my relationships?
What does my Enneagram, DISC, or 16 Types say about how I take criticism or give it?
Enneagram: Review the Triads “If not” section (Team Dashboard)
DISC Do’s/Dont’s section (Team Dashboard)
16 Types: View your type drop down
Search in insight search: “How can I be better at receiving critical feedback?”
Find tips that resonate and share with your team members
Look to AI Summary for some more tactical actions
Example:
“As an Enneagram 9, I tend to keep the peace instead of addressing issues. But avoiding the convo actually adds tension.”
Use that insight to reframe your role in conflict. You're not being passive—you’re being intentional.
Questions Managers can be asking their teams to help drive this behavior
“Cloverleaf gives us language to talk about how we show up—especially when things get tense or unclear. Let’s use it to better understand how we collaborate, not just what we’re doing.”
“What’s one Cloverleaf insight that might help your teammates work better with you?”
Tell Teammates How to Best Work with You
Once you start to understand your own behaviors you can start sharing this with other. Effectively creating a “User Manual” for your self.
share asynchronously with your team members
During ice breaker opportunities
Add info to your tool profiles (Slack, MS Teams, Linkedin, etc)
“My DISC is High C, so I thrive with clear expectations and notice the little things. If I ever seem picky—it’s probably me trying to help avoid mistakes.”
Or:
“I’m a Type 7. I bring energy and ideas fast—but sometimes miss details. Call it out! I’d rather know than guess.”
Why this matters:
You invite feedback before it’s emotional. You also model vulnerability—without oversharing.
Use Insight Language to Name the Tension
Sometimes, conflict isn’t about the thing—it’s about different styles clashing.
Try this:
“I think we’re approaching this from two very different angles. My Strengthscope says I’m energized by structure, so I get nervous when plans feel open-ended. Can we talk about how we’re each seeing this?”
This reframes the disagreement as a dynamic—not a personality flaw. You don’t need to win the argument. You need to get aligned.
Reflect After a Tough Conversation
Don’t just replay what they said. Ask:
What did I feel?
How did I respond?
What does Cloverleaf say I tend to do under pressure?
Then ask:
What would be one small shift next time?
Feedback isn’t a performance—it’s a relationship. Your growth is in how you stay engaged, not how you prove a point.
Managers:
During your check-ins with your direct report, ask them if they have had to have a tough conversation lately and help them through these questions if needed. While IC’s can take steps to own their own growth, you can support them by reinforcing these great habits!
🌱 Bottom Line: You Don’t Have to Be in Charge to Lead
You can:
Share your workstyle with peers.
Normalize asking, “Can I give you some feedback?” or “Can I ask for some?”
Use your Cloverleaf to explain your perspective without blaming or hiding.
Every team needs someone who can turn insight into impact. That can be you.
Performance & Growth Feedback
Start/End Each Week With a Personal Insight Review
What to do: Go to your calendar right now! Set a calendar event or reminder to Log into your Cloverleaf dashboard every Monday. Skim your most recent coaching tips, and jot down 1–2 that resonate. Or review tips that you have saved or reflected on. OR run through a team challenge to understand more specific things about yourself
Bonus: Set up a 15-minute “Weekly Insight Sync” with a peer to talk through what stood out. Looks to those who are similar or different to help you get perspective!
Why it matters: This grounds your week in self-awareness—not just task lists. It also primes your brain to act on feedback before it’s given.
Track & Reflect With Daily Coaching Tips
What to do: Read your daily coaching tip in Slack or email and do one of three things:
Save it if it hits home
Share it with a peer and say, “This reminded me of how I approached [task] this week.”
Reflect using Cloverleaf's Coach Tip Reflections
Use it to adjust your behavior that day
Why it matters: Small, consistent reflections drive behavior change better than annual goals. This is coaching in the flow of work.
Compare Yourself With Key Collaborators
What to do: Open the Thinking Styles comparison view (located on the team dashboard, or on someone else's profile) for a teammate you work with often. Look at 2–3 insights where your styles differ—especially in:
Decision-making
Conflict
Communication
Then: Write one sentence in your next update or comment that adjusts for their style.
Why it matters:
When you adapt to others proactively, you reduce miscommunication and show emotional intelligence in action.
Set a “Feedback Ritual” With Your Manager
What to do: Propose a quick, recurring check-in (10–15 min biweekly) focused only on:
What feedback you’ve been reflecting on (from Cloverleaf or otherwise)
Where you’re trying to grow
How your manager can support you
Why it matters:
This turns feedback into a two-way loop. It also signals initiative and maturity, hallmarks of high performers. If you have dedicated space for frequent feedback, you will likely never be blindsided
Layer Your Insights Over Goals or OKRs
What to do: Look at your role expectations or team OKRs. Then, match your Cloverleaf insights (especially from:
VIA Strengths
Motivating Values
Enneagram or 16 Types) to one or two ways you uniquely contribute to those goals.
Why it matters:
You’re not just hitting goals—you’re growing in ways that are sustainable, energizing, and aligned with your strengths.
All the work you do on a daily/weekly basis should set you up for a really great performance/growth review conversation.
Manager-to-IC Coaching
Start Weekly 1:1s with a Cloverleaf Coaching Tip
Goal: Use Cloverleaf’s real-time insights to spark meaningful growth conversations.
How to do it:
View your direct reports profile and coaching tips
Pick one that feels relevant to current work or behavior.
Start the 1:1 with a prompt like:
“This showed up in your coaching tip. Did it resonate?”
“Where have you seen this in your week?”
Bonus: Add a reflection line to your meeting notes:
“Insight applied this week: _________”
Build Micro-Development Goals into 1:1s
Goal: Connect Cloverleaf insights to short-term performance goals.
How to do it:
During a check-in, ask the team member to open their Cloverleaf dashboard.
Review a few recent nudges together or look at their top strengths or values.
Ask:
“What’s one way you want to apply this strength in the next two weeks?”
“Is there a project that fits your motivation right now?”
Co-create a 1–2 week micro-goal, e.g.:
“Use storytelling in the next team update”
“Take the lead on conflict resolution in our next client challenge”
Document the goal and revisit during your next check-in.
Bonus: Encourage the team member to set a calendar reminder with the goal embedded.
Use the GROW Model Powered by Cloverleaf Insights
Goal: Structure coaching conversations using personality data for clarity and action.
How to do it:
Open the direct report’s Cloverleaf profile.
Skim their Enneagram, Strengths, or 16 Types sections or use insight search
In the conversation:
G – Goal: “What do you want to achieve this quarter?”
Tip: Tie to a strength or motivation (e.g., creativity, influence).R – Reality: “What’s getting in the way right now?”
Use the insight search to understand how they manage stessO – Options: “What are some ways forward?”
Ask: “Which option plays to your strengths?”W – Way Forward: “What will you try first?”
Confirm ownership and set a follow-up date.
Practice Feedback Framing with STAR + Coaching Follow-Up
Goal: Deliver feedback that’s clear, respectful, and fuels growth.
How to do it:
Before giving feedback, open their Cloverleaf profile.
Identify one insight that relates to their mindset or behavior.
Use the STAR model:
S – Situation: Briefly set context.
T – Task: What was their responsibility?
A – Action: What did they do?
R – Result: What was the impact?
Add a coaching-style follow-up using Cloverleaf:
“Given your Enneagram 5 tendency to process internally, how might you share your thinking earlier—before it feels fully complete?”
“As someone with strong Analytical and Responsibility strengths, how could you balance precision with momentum when others need faster decisions?”
Bonus: Encourage them to reflect and bring insights to the next 1:1.
Use Relationship Maps to Adapt Feedback Delivery
How to do it:
Click on your direct reports profile or go to your team dashboard.
Select your name and your direct report’s name.
Skim the key insights:
Look at sections on communication, conflict, and collaboration.
Note differences or potential friction points.
Before giving feedback, ask:“How can I say this in a way they’ll hear?”
“Do they prefer direct, data-driven feedback—or relational tone?”
Bonus: Use the coaching embedded in the Relationship Map as a conversation starter.