Our Process

When you engage with TMGG for defining growth strategies we follow a disciplined process.

1. Discovery – a research phase where we deeply understand the current business environment, growth objectives, competitive environment and existing strategies and organizational capabilities.
2. Structured Interview Process - Individual meetings with key executives to understand how work gets done and how success is defined for the organization and individuals who work there.  
3. Assessment – complete a thorough assessment of the individual or business vs. expectations and aspiration
4. Business Growth Hypothesis – create a set of potential growth options.  We define what must be true to believe (assumptions) that we can accomplish these growth strategies.
5. Validation – Identify what facts or research should be completed to validate the assumptions developed in step 4.
6. Integrated Plan – complete and present a fully integrated plan that specifically defines the future state, key success criteria and a plan to accomplish it. We ensure buy in from key stakeholders along the journey so that the final plan is actionable.
7. On-going follow up.  We continue to check in and monitor progress as requested.  We will stay with the client over the course of several months to ensure they are achieving the desired outcomes from this project.    

When you engage TMGG for executive coaching and development we use a structured process to ensure success.  

1. Preparatory meetings – designed to document specific goals and objectives. Each coaching engagement is tailored based on specific coaching objectives.
2. Orientation meeting with the employee - the objective here is to get the employees perspective of his personal development needs and introduce him to the coaching process - what it is, how it works, and the benefits of this type of developmental activity. This provides an opportunity to confirm and clarify the specific coaching objectives, ensuring alignment.
3. Assessment process - Based on specific coaching objectives and the coach’s perspective resulting from their analysis of intake data (third party assessment tools) and initial observations of the employee, the culture, and other key variables. The Coach will tailor and implement an assessment protocol.
4. Structured interview process - In most cases, the coaching plan will involve the coach interviewing other key individuals for feedback purposes and to gauge the progress of the engagement. The coach will create and implement an interview protocol tailored to the engagement, compile and summarize the data, and create a developmental report to be shared with the employee and integrated into the development plan and coaching process. Typically, we interview up to seven raters for this process. create a set of potential growth options.  We define what must be true to believe (assumptions) that we can accomplish these growth strategies.
5. Integrated development plan should read by the coach, summarized and presented to the employee. Data gathered from key stakeholders and/or an assessment process will be analyzed by the coach and summarized to be presented to the employee. This data will confirm, clarify, and prioritize specific coaching objectives and provide the foundation for an integrated and comprehensive individual development plan tobe jointly created.
6. Ongoing, face-to-face coaching - The coaching will take place for a period of six months, with a calibration check at the end of the first three months. These executive coaching sessions will typically take place twice a month.
7. Ongoing Coaching Sponsor (Manager) and Human Resources Interface -The overall coaching engagement includes Coaches time spent over the course of the engagement with the executive’s manager and appropriate Human Resource executive. The Coach is expected to connect with these parties on an agreed to intermittent basis to provide opportunities for these stakeholders to keep them informed regarding what they observe that will be informative for the coaching engagement.
8. Ongoing oversight - Engagement oversight will be provided. Steve Cugine Principle of TMGG, who will act as an engagement manager and personally oversee each engagement.
9. Engagement closeout – The coach will facilitate a closeout meeting with the Employee, Manager, and appropriate Human Resource executive.