WEBINAR OUTLINE:
One of the benefits of Cloverleaf is that it leverages assessment data through automated coaching throughout key stages of the employee lifecycle.
For the purpose of this resource, the focus is on the stages of onboarding, development, and retention.
Learning how to integrate best practices, quick activities, and longer exercises when you have the time will help you maximize the potential of Cloverleaf!
Best Practices
ONBOARDING
Within the first 30 days of employment, invite new hires to use the comparison feature on the team dashboard to compare their work styles to people on their team from the perspective of multiple assessments.
Invite new hires to debrief their insights in a 1-1 conversation with their manager. For more on integrating Cloverleaf into the onboarding process, click here.
DEVELOPMENT
As a best practice, encourage managers and teams to leverage their daily coaching on their ME Dashboard.
Managers can leverage this by kicking off weekly meetings by asking people to bring the coaching tip that resonated with them the most about themselves or others.
RETENTION
Regularly incorporate Cloverleaf Hot Seat to kick off a quarterly or monthly meeting/event.
Activities:15 Min Or Less
ONBOARDING
After 60 days, create a “level setting meeting” where new hires can assess where they are at in their role. This is a great opportunity for the new employee to GET and GIVE feedback.
In preparation for this, ask the new hire to browse their coaching insights and bring to a 1-1 meeting three strengths they are currently using and three they COULD be using.
DEVELOPMENT
Topical Coaching Tip Round Table Examples:
When seeking to improve communication/collaboration: Invite all team members to review their “communication” category coaching insights prior to a team meeting.
Ask them to come to the meeting with a tip that reflects a communication strength they are using right now in the team and share an example AND a tip that reflects an opportunity for growth they are working on.
VARIATION: Use this as part of a DEBRIEF after a project or initiative and switch up the question: What communication strength do you think HELPED during this project and why, and which presented an obstacle and why?
When preparing for change: Invite all team members to review their “change” category coaching insights prior to a team meeting.
Ask them to come to the meeting with a tip that reflects a strength that will support them through change and a tip that shows a gap where they might need support through the upcoming change.
DEVELOPMENT
Before a project kickoff, ask each member of the team to review the team dashboard (you may want to ask them to focus on specific assessments).
Ask each team member to come prepared with two insights: one strength we have on our team for this specific project and one gap. (You can also do this scan of the team dashboard in real-time)
Example:
This project is related to developing employee appreciation strategies, and we have 40% of our team in the heart triad in Enneagram. We can lean into their natural awareness of the needs of others to help design solutions.
We have no high “D” on DISC, so we need to make sure we have best practices in place to keep us action-oriented
RETENTION
To increase engagement and growth, invite leaders to assign team members to set stretch goals each quarter to increase engagement and motivation.
To prepare for this, invite individuals to review their Development coaching Insights on their ME dashboard to design a stretch goal.
This goal should help enhance their existing role. Invite team members to bring and share their stretch goals to a team meeting and discuss how this stretch goal can contribute to the team.
Exercises: When You Have More Time
ASSESSMENT SPECIFIC BREAKOUT SESSIONS
If you have an elongated period to work with a team, consider leveraging team data to create mixed breakout groups based on certain assessment results.
You can use these groups for brainstorming ideas, solving problems, or discussing topics.
Below is an example of this using ENNEAGRAM. Another great assessment to use this with is DISC.
Small Group Breakouts With The Enneagram
1. Before the session, identify CURRENT challenges the team faces that they would like to create a NEW best practice around and design related discussion questions. You can crowd-source these prior to using this exercise.
2. Prior to conducting the breakouts, designate small groups of "mixed" groups of approximately four individuals. As much try to evenly distribute the triads into groups so there is representation from Head, Heart, and Gut.
3. Each small group will then go to work brainstorming solutions to the challenge in the form of a best practice. Below are several examples.
TASK: Brainstorm ONE best practice to help advance each challenge toward a solution, and be prepared to share. (You can customize this section and pick any three areas and questions for each group to focus on - these are SAMPLES). Give each group 20 minutes to discuss.
4. Facilitate a larger group discussion about the viability of each practice. Where a practice resonates, support the team in creating a tangible short-term goal that can help establish the best practice amongst the team.
Create accountability around that goal. This could be in the form of appointing someone on the team to report back at a future meeting or checking in with the team about progress later.
Group 1: Accountability:
How do we hold each other accountable to our clients?
How do we meet client-driven deliverables with the same tenacity as our internal metrics/accountabilities?
Group 2: Communication:
How do we understand the needs of the market and clients?
Do we make space to ensure multiple voices and perspectives are heard and considered to ensure client satisfaction?
Group 3: Conflict:
How do we effectively handle difficult conversations and disagreements?
NOTE: If you have more groups, assigning a topic to more than one group is okay.
NOTE: If using DISC, try to put a high D, I, S, and C in each group.