The Global Consulting Partnership


		Kaplan Consulting Group, Inc. 853 Broadway, Ste. 1211 New York, NY 10003 212 477-9391 (fax) 212 477-4077 kaplanconsulting@juno.com


TGCP Competencies TGCP Capabilities The TGCP Approach Global Experience TGCP Client Companies	Dr. Connie L. Kaplan, founder of Kaplan Consulting Group, Inc. (KCG) is a Charter Principal of The Global Consulting Partnership. The Global Consulting Partnership: Company Overview The Global Consulting Partnership™ (TGCP) is a closely affiliated network of 250 entrepreneurial consultancies. Each of the consultancies has been spawned by Brenner Consulting Group (BCG) and its groundbreaking the Career Transformation System ToolBox. Dr. Mark Brenner, founder of BCG, has mentored in turn each founder of each of the network's consultancies. As a result, the Vision, Mission, Core Values, methodologies, instrumentation, and business development strategies of each of the Principals in TGCP are consistent and similarly integrative. As a group of consultants, we all come from similar professional backgrounds, have common competencies, are all over credentialed (!), hold many professional values in common, and now—as a result of the intensive and comprehensive apprenticeship provided by the Career Transformation System ToolBox—we all take a common approach to a set of 17 Coaching applications for business environments. Our 250 advanced-degree behavioral experts have been uniformly and comprehensively trained to deliver these 17 different types of corporate coaching, including such applications as: Leadership Development Executive Coaching Management Development Derailment Prevention Development for Succession Development of High Potentials 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.
	back to top
TGCP Capabilities The TGCP Approach Global Experience TGCP Client Companies	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. What are the core competencies necessary to be qualified to work with an individual in a Coaching capacity? 1. Advanced rapport-building skills and techniques that can quickly establish trust and confidence in the coach 2. Diagnostic acumen 3. A keen eye for non-rational behavior and the intervention methodologies required to neutralize it 4. The ability to neutralize, harness, and channel the coaching candidate's resistance to the personal change process 5. Systems thinking and causal analysis 6. Psychological maturity and a humanistic orientation 7. The ability to harness conflicts for constructive, and even creative, ends 8. High-impact and accelerated behavior-change methodologies 9. A deep understanding of motivational dynamics 10. Patience and the genuine desire to help others in a selfless way 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.
	back to top
TGCP Competencies The TGCP Approach Global Experience TGCP Client Companies	TGCP Capabilities With this relatively rare set of competencies, our Principals come equipped to tackle the daunting task of providing 17 types of Coaching services in three distinct areas: I. Development and Self-Actualization Projects Executive Coaching Leadership Development Executive Development Management Development Development of High Potentials Development of Technical Professionals into Consultants, Partners, and/or Leaders Development of Advanced-Degree Professionals into Managers and Executives II. Goodness-of-Fit Studies Pre-Promotional Evaluations and Development Succession Planning Evaluations and Development In-Placement Evaluations and Counseling Career Development Evaluations and Counseling III. Troubleshooting and Fix-It Projects Derailment Prevention Prematurely Plateaued Contributors Unwanted-Exit Prevention Relationship Breakdown Fix-Its Creative Outplacement Mental Health Matters
	back to top
TGCP Competencies TGCP Capabilities Global Experience TGCP Client Companies	*The TGCP* Approach** 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: Assess _ Debrief _ Plan _ Act _ Reassess/Refine 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. 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. In judging the value of our contribution to a client organization, we see performance-enhanced performance and increased satisfaction—as the bottom-line metric. Consequently, 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. 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.
	back to top
TGCP Competencies TGCP Capabilities The TGCP Approach TGCP Client Companies	Global Experience Within the Partnership we have Principals who have international consulting experience in the following countries and regions:
	Canada Mexico UK EC	Israel Eastern Europe and Russia North Africa Hong Kong
	back to top
TGCP Competencies TGCP Capabilities The TGCP Approach Global Experience	TGCP - Client Companies
	AT&T Wireless Advanta Leasing Accenture (formerly Andersen Cons.) Anheuser-Busch Applied Research Associates BBC BT-Corporate Express British Rail CSX Caesars Carolina First Bank Chase Manhattan Bank Cincinnati Gas & Electric Commerce Bank Conoco Det Norse Veritas Detroit Edison Electrosource Exxon Harper International Hunt Wesson Foods iMedium/Safeguard Scientifics Insignia Commercial Group (REIT) Internal Revenue Service Lens Crafters Milliman & Robertson Mobil Monsanto Mutual of New York	Net/36 Novartis Oneida PanAmSat Park Place Entertainment Pew Charitable Trusts PriceWaterhouseCoopers Public Service Co. of New Mexico RDTec, Inc.- Engineering Solutions Ralston Purina Randstad Reliance Standard Life Ins. Co. Rohm & Haas Sandia National Laboratories Shared Medical Systems/Siemens Shopko, Inc. Skytel Sterling Bank Texaco Textron Thrifty White Drug Stores UBS/Warburg U. S. Department of Energy U. S. Postal Service Unisys University of Massachusetts University of Missouri Vertex, Inc. Western Union