COACHING & MENTORING

On the basis of a precise objective (what is to be achieved?) an individual program is developed, which is always “fine-tuned”.

As a critical, objective discussion partner, we are available for problem discussions that are not yet ready for discussion within the company.

In this way, ideas, conceptions and decisions can be objectively analysed for their effects in advance and modified if necessary.

Reasons for a Coaching Program

• Support in the development to a (top) performer
• Adjustment – support due to a changed data wreath, e.g.
  • Training phase
  • Integration phase
  • Promotions
  • new projects
• Improvement or acceleration of the level of performance in view of new challenges

Professional coaching is results-oriented, therefore TMC defines executive coaching as follows:

• Coaching has a corporate strategic orientation and is therefore part of the value chain
• Coaching is solution-oriented
• Coaching takes into account the decision-making process of top decision-makers and their objectives
• Coaching takes into account the respective organizational framework
• Coaching is not a “one-to-one” – measure, but takes into account the organizational process
• Coaching begins at the top of the company and changes the corporate culture through the principle of “Leaders as Coaches” and plays a decisive role in the implementation of the corporate strategy

Implementation-oriented coaching is understood as part of a change process that influences the individual strengths and analytical abilities of the individual. It enables a result-oriented approach and enhances the performance of a manager within an organizational environment.

The coaching process consists of
– the development of a self-portrait
– an action plan for development
– the practical implementation
– the measurement of progress

• Develop and implement a familiarization program for the planned leadership change in your company
• Successfully analyse and develop the personality profile of the future job holder for your company
• Determine the expectations and requirements of the parties involved
• Formulate and implement a vision and strategy for the future position
• Identify and share the know-how associated with the position
• Guarantee the continuity of communication within and outside the company
• Support the previous job holder in further career planning within and outside your company

• Preparation phase
  – Description of the existing personality profile
  – Determination of the necessary personality profile
  – Assessment of personality development

• Initial training phase
  – Development and implementation of an action plan
  – Personal development training program
  – Management support

• Elaboration phase
  – Review of the implementation of the Action Plan
  – Conducting 360° feedback interviews
  – Advice to the management

Goals

• You are to take on a new task in your own or another company
• You want to manage this task successfully

Steps

• TMC develops – together with you – an individual project plan, which has to be adhered to and implemented
• The following points must always be observed:
  • Definition of the company, division and departmental goals
  • As-is analysis of your new environment, strengths and weaknesses of employees, processes, results
  • Communication (written and oral)
    • Meetings
    • Four-eye-meetings
    • Expectations (Management by Objectives)
    • Reports (especially deviation analysis)
  • Feedback – discussions with
    • Supervisors ( direct; dotted-line)
    • Colleagues
    • Employees