This session shows you how to use Cloverleaf as an AI coach that understands your people to help leaders and teams re-stabilize quickly, without adding more training or meetings.

What you’ll be able to do after today

You’ll leave with a repeatable approach to:

Reveal hidden friction points across teams during change using key Cloverleaf features
Help leaders understand how different communication and decision-making styles react under pressure—and how to adjust without adding training overhead
Guide teams to create lightweight routines in Cloverleaf that reinforce clarity and consistency throughout transitions
Use Discover to strengthen self-awareness and team adaptability in real time, right when change is happening
Activate feedback during transition using Cloverleaf Feedback to surface uncertainty early, reinforce what “clear” looks like, and help leaders make one visible adjustment that builds trust and momentum.

Important note for Talent Leaders, Coaches + Org Admins

The Talent Leander/Coach → Leader Enablement Loop

You provide prompts + instructions
The leader/manager runs them in Cloverleaf
They click “How do I apply this?” and take notes on actions
They bring back the outputs (notes + decisions) to you for coaching
You help them turn it into: a message, a routine, and a decision cadence

This empowers leaders/teams to help themselves—Cloverleaf becomes support when you’re not present.

Before we start (2-minute setup)

Log into Cloverleaf (you’ll be able to follow the demos live).
Choose one real transition you’re supporting: new system, re-org, leadership change, shifting priorities
Set or refresh Coaching Focus (so daily coaching stays relevant to your goal).
Open Discover in another tab

The Change Coaching Playbook (3 Cloverleaf Moves)

Use these three moves in order—this is your repeatable method.

Move 1: Coaching Focus + Daily Coaching (stability without overhead)

Use when:

A team is preparing for change
leaders are overwhelmed
behavior change needs to stick
teams need consistent reinforcement.

Talent Leader/Coach language (what you say):

“I want to encourage you to pick a strategic coaching focus for the next (x weeks). This keeps your daily coaching aligned to what you actually need during this transition.”

Move 2 (for Talent Leaders + Coaches): Train leaders to use Discover in the moment

Important: These are mini coaching moves you run with the leader, then the leader runs Discover, captures notes (“How do I apply this?”), and brings back outputs for you to coach on.

Option 1: The 10-Minute “Change Moment Coaching” (leader-ready + repeatable)

Goal: turn a vague change situation into one coached action the leader can execute this week.

How you run it (live in coaching or as an async workflow)

Step 1 — Name the moment (60 seconds)

Ask: “What’s the one interaction or situation that keeps going sideways right now?”

Examples: weekly priorities meeting, rollout update, decisions stalling, handoffs breaking, tension in 1:1s.

Step 2 — Classify the moment (60 seconds)

Have them choose one:

Clarity (people don’t know what matters / what changed)
Decision (no one knows who decides / timing / criteria)
Coordination (handoffs, rework, mixed signals)

Step 3 — Run Discover (3 minutes)

The leader runs one prompt (below) → clicks “How do I apply this?” → captures 2 actions.

If it’s a CLARITY moment

“How should I communicate priorities this week so my team leaves with clarity—not overwhelm?”
“How should I best approach a short update that includes what changed, what didn’t, what we’re doing next, and where questions go that are best suited for my team.”

If it’s a DECISION moment

“What might cause decisions to be stalling on my tea,, and what’s one change I can make to unblock them?”
“What decision rules should I clarify so we can move faster with incomplete information?”

If it’s a COORDINATION moment

“What is a simple handoff process that might be best suited for my team so that work doesn’t bounce around?”
“What’s one weekly routine that might work for my team to keep execution aligned while priorities shift?”

Step 4 — Convert to action (5 minutes)

You coach them to produce 3 outputs:

One message they’ll send or say
One behavior they’ll model in the next meeting
One check-in they’ll use to confirm clarity (can be a Feedback question later)

Option 2: The 15-Minute “Norm Reset Micro-Session” (fast team stabilization)

Goal: rebuild one broken norm so the team can operate consistently during transition.

How you run it (with the leader)

Step 1 — Identify the broken norm (2 minutes)

Ask: “Which norm is breaking the most right now?”

Updates (where/how info is shared)
Decisions (how we decide / escalate)
Meetings (how we run them / what belongs async)
Ownership (who owns what / what ‘done’ means)

Step 2 — Choose ONE norm to reset this week (1 minute)

Coach: “We’re not fixing everything. Pick the one that will reduce friction fastest.”

Step 3 — Run Discover to generate replacement agreements (4 minutes)

The leader runs one prompt (below) → clicks “How do I apply this?” → picks one agreement and writes it in plain language.

Updates norm

“What’s a simple update routine for my team during transitions that reduces confusion and duplicated questions?”
“What’s one update approach I can use weekly with my team so priorities and changes are consistently clear?”

Decision norm

“I need help to clarify decision ownership and response time with my team expectations so decisions stop stalling.”
“I want to create a lightweight decision framework for my team when information is incomplete.”

Meeting norm

“How can I reset our team meetings so they drive decisions and clarity during a transition (not just discussion)?”
“What should move our team async vs stay in meetings to reduce overload and improve follow-through?”

Ownership norm

“What’s a simple way to clarify ownership on my team?”
“I need help me set clearer ‘definition of done’ expectations with my team to reduce rework during transition.”

Step 4 — Install it (8 minutes)

You coach them to finalize:

The agreement (what we will do now)
The routine (how we’ll repeat it)
The reinforcement (how we’ll check it’s working)

What you tell leaders to bring back (so you can coach efficiently)

After they run Discover and click “How do I apply this?”, ask them to send you:

The moment type (clarity / decision / coordination) or the norm they’re resetting
The one agreement they chose
The two actions they’re committing to this week
The message they plan to send

(That’s how you scale support across many teams without adding meetings.)

Move 3: Feedback (reduce uncertainty + build clarity)

Cloverleaf Feedback supports specific, actionable feedback, with built-in guidance as people write, and feedback remains private between requester and responder.

How you deploy Feedback during change

Use the Feedback feature to create a fast signal loop:

leaders request targeted input
patterns reveal what’s unclear
leaders respond with one clarifying action

Activate leaders on Cloverleaf Feedback (before you share questions)

Before you roll out feedback prompts, run a quick leader enablement touchpoint so they use the feature well (and actually send requests):

Pick a format: 20–30 min “Feedback Lab” (best) or 15 min weekly office hours for 3–4 weeks
Teach the loop: request → receive → respond with one visible adjustment
Set a simple cadence: 1 feedback request per month during the transition (focused on clarity/decisions/coordination)
Do it live: leaders send one request during the session so momentum starts immediately (Feedback is private and guided).

Copy/paste Feedback questions (leaders run these)

Leader → Team

“What’s one thing I can do to make priorities clearer this week?”
“What uncertainty is slowing you down that I may not be seeing?”
“Where are decisions getting stuck, and what would help you move faster?”
“What part of our direction feels least clear right now—and what would ‘clear’ look like?”

Leader → Cross-functional peers

“What information do you need from me earlier to prevent rework during this transition?”
“Where are handoffs breaking down, and what one change would improve coordination?”

Manager → Direct report

“What support would make the biggest difference for you over the next two weeks?”
“What expectation feels unclear—and how would you like it clarified?”
“What’s one obstacle I can remove to help you move faster right now?”