The Global Consulting Partnership Company Overview

Each of our 250 Principals has thousands of hours of graduate training (90% have Ph.D.’s) and many more thousands of hours of field experience working one-on-one with individuals to help them shape and change their behavior, optimize their performance at work, and lead enriched personal lives.

The Partnership was created and is mentored by Mark Brenner, Ph.D., who has led a consultancy of his own since 1981, conducting over 30,000 hours of consulting assignments with Fortune 500 companies, international consulting firms, prestigious professional service firms, and entre- preneurial start-ups.

The Partnership will grow at a rate of at least 50% annually over the next few years, will become a truly global network, and will be known as the pre-eminent Coaching resource for businesses internationally.  

TGCP Competencies

The Principals of TGCP are uniquely qualified to work side by side with the business world’s most talented contributors, coaching them to greater levels of performance and personal satisfaction.  Why?

 Because at its very essence, Coaching involves working with individuals to assist them in shaping and changing their behavioral routines in a self-selected direction, targeted at personal objectives that are meaningful to the coaching candidate and important, even critical, to the future success of their careers and their lives overall.  Coaching work, therefore, demands that individuals be highly trained in helping human beings modify their perceptions, attitudes, and behavior.  Only clinically trained therapists and counselors have the full complement of competencies necessary to participate in this most demanding work.

TGCP Principals have advanced degrees from graduate programs that develop precisely this set of competencies, not to mention the Principals’ additional professional development in the form of internships, post-doctoral fellowships, and other advanced training.

Each of our 250 Principals has thousands of hours of graduate training (90% have Ph.D.’s) and many more thousands of hours of field experience working one-on-one with individuals to help them shape and change their behavior, optimize their performance at work, and lead enriched personal lives.

The Partnership was created and is mentored by Mark Brenner, Ph.D., who has led a consultancy of his own since 1981, conducting over 30,000 hours of consulting assignments with Fortune 500 companies, international consulting firms, prestigious professional service firms, and entre- preneurial start-ups.

The Partnership will grow at a rate of at least 50% annually over the next few years, will become a truly global network, and will be known as the pre-eminent Coaching resource for businesses internationally.  

TGCP Capabilities

The TGCP Approach

1.             In a typical Coaching assignment—say Derailment Prevention—we’ll ordinarily spend 25-35 hours over a period of 4-12 months with the candidate, as we move through our five-stage process:

 2.            Ideally, each assignment is a highly collaborative effort among the three constituents—Candidate, Coach, and Management.  While our Coaching process is confidential, we place the control of the information flow in the hands of the candidate and proactively encourage candidates to involve management, as much as possible, in the ongoing change process.  In our Coaching Methodology, gains made by the candidate will sustain only if they have created Change Partners™ in their workaday environment. 

3.             As our name implies, one of our core values is Partnership.  This, then, is also an apt description of the nature of our relationship with our Coaching candidates.  We are their Change Partner and are extremely active, participatory, and collegial in our involvement with our candidates.  When it comes to their strengths, we are energetic and vocal cheerleaders.  When it comes to their development needs and counter-productive tendencies, we are quick and candid in our efforts to demonstrate how such tendencies are self-defeating and, consequently, non-rational.  In this sense we are proactively confrontational, but with all the finesse and sensitivity one would expect from such highly trained and experienced behavior change experts. 

4.             In judging the value of our contribution to a client organization, we see performance—enhanced performance and increased satisfaction—as the bottom-line metric.  Con-sequently, we are in regular contact with the organization (management and/or HR) to gauge the nature and extent of the candidate’s change efforts.  This is an essential feedback loop with which we progressively refine our Coaching intervention.  Again, this reflects our underlying collaborative and partnering philosophy. 

5.             Our specific approach to Leadership Development is grounded in the research on leadership.  (There are in the neighborhood of 7,500 books and articles examining the phenomenon.)  For example, we know that there are four valid and effective predictors of leadership potential, so we know what data to collect and what metrics to use when doing front-end assessment of a leader or potential leader. 

Similarly, there is a finite set of leadership skills and styles that a candidate must focus on and develop. We see four different spheres within which a future leader must concentrate: Mental Agility – Interpersonal Finesse – Change Mastery – Goal Orientation.  Within these spheres there are 17 component competencies that drive performance. 

The abridged version?  We like the view of one of Silicon Valley’s CEOs and Chairmen:  “The most important trait of a good leader is knowing who you are.” Or, the TGCP version:  Leadership Development occurs from the inside out.

The Global Consulting Partnership