The problem this solves
Every consultant, new hire, and system implementation in your company starts with the same expensive archaeology: figuring out who owns what, how a lead actually becomes a customer, and which steps exist only because someone important once insisted. When that knowledge is undocumented, you pay for the excavation repeatedly, decisions get made on partial pictures, and the veteran employees who hold the map become single points of failure nobody planned for.
How we work
We run structured discovery across your GTM operation: interviews with stakeholders at each level and function, walkthroughs of the real workflows including the workarounds people are slightly embarrassed to show, and reconciliation against what the systems say happens. The difference between the official process, the described process, and the process visible in CRM timestamps is documented, not smoothed over.
The scope is deliberately descriptive. We are not scoring anyone or recommending a reorganization; we are producing the accurate current-state picture that every downstream decision needs and almost never has.
The deliverable is a stakeholder and role map, process documentation for your core GTM workflows as they actually run, and a register of the discrepancies between official and actual practice. Teams use it as the shared factual baseline for redesign work, implementation scoping, onboarding, and audits, which stop being archaeology once the map exists.
Deliverables
- Stakeholder map with actual responsibilities per role and function
- Process documentation for core GTM workflows as they really run
- Discrepancy register: official process versus observed practice
- System touchpoint map showing where each process meets each tool
- Structured handover session with the documentation
What buyers ask before scoping.
How is this different from the Role, Process & Accountability Assessment?
This module documents; that one evaluates. Discovery produces the neutral current-state map with no verdict attached. The accountability assessment grades that structure against a planned change and prescribes fixes. If a transformation is already decided, the assessment is the sharper tool; if you first need the shared factual picture, start here.
How many people do you need to interview?
Enough to cover each GTM function at two levels: whoever manages it and whoever executes it daily, because those accounts differ in reliably informative ways. In a typical mid-size B2B company that means roughly eight to fifteen structured conversations. We would rather run fewer, better-chosen interviews than survey everyone thinly.
What format does the documentation take?
Written process documentation with visual workflow maps for the core flows, in tools your team already uses rather than a proprietary format that dies with the engagement. The test we hold it to: a competent new hire should be able to read it and understand how your GTM actually operates.
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Sounds like your situation?
30 minutes, your calendar, no slide deck. We tell you honestly whether this module fits.
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