Our Focus

DPC consultants have extensive experience working with global clients ranging from the Fortune 500 through start up organizations. DPC is presently working with 43 of the Fortune 100.

Discussion Partners is a new Firm made up of old friends!  Our consultancy was created based upon the mutual respect and admiration we engendered working together in first class firms.  DPC consultants share a commitment to effective and efficient enterprise human capital practices in pursuit of organizational success....the concept of Talent Readiness.

Click here to view the firms with whom we share strategic alliances. DPC augments its Executive Advisory Services with access to these Subject Matter Experts.
 

Our Differentiation

Discussion Partner Collaborative Consultants are differentiated by the following:

• All Consultants are over the age of 55
• All Consultants have held senior positions with Arthur D. Little, Accenture,  Bain Consulting, Cap Gemeni, and PricewaterhouseCoopers
• All Consultants who do not presently reside outside the US, are required to have at least 10 years expatriate experience  
• All Consultants contribute to Thought Leadership authoring over 300 articles, blogs, and books

Discussion Partner Collaborative and its affiliates has over 200 consultants in 20 locations. 

 DPC Consultants are frequently quoted in publications such as The Wall Street Journal, Financial Times, The Economist, The China Times, Forbes, Fortune, Business Week, and Time Magazine, and are  frequent guests on NPR, CNBC, MSNBC, and CNN.  

As well, DPC consultants are frequent bloggers and contribute on line to web pages sponsored by The Harvard Business Review and Human Capital Institute. 

DPC Advisors act independently or in teams to assist senior  managers in the following areas:
 

  -  Succession and Transitions Planning
 

Discussion Partner Collaborative is pleased to announce the creation of a new subsidiary company, Next Generation Advisory Services (www.nextgenerationadvisory.com).

DPC recently completed research studies of over 150 Global CEO's and 2000 executives over the age of 55  which concluded the following:

Enterprise Succession Plans are presumptive assuming most executives will retire at age 65!
Discussion Partner research contradicts this assertion as our findings indicate the "retirement range" as between 62 and 69
DPC research of executives age 55 and above suggests over 90% are desirous of embarking on a "gradual phase down to retirement" reducing their employment commitment over a period of several years
The above is in conflict with most Human Resources practices which lack the necessary flexibility to allow for this phase down strategy
DPC findings also assert that beyond financial planning, the comprehensiveness of the executives Life Plan lacks rigor and comprehensiveness

Next Generation Advisory Services was created to address the above Talent Readiness Challenges.

The DPC subsidiary will be headquartered in Boston, and will involve consultants in all 20 of our locations  offering  the following services to our clients:

The creation of an "integrated"  Enterprise Succession Plan based upon the reality of executive desires vs. presumption of a specific age 
The creation of aligned Talent Readiness processes which will allow for the maximum of flexibility to address Enterprise and Executive aspirations concurrently
The creation of a Life Plan for executives based upon Discussion Partner research focused on Aspiration Achievement a protocol we have developed targeting  on remaining intellectually and professionally challenged during transition and retirement phases of life

Discussion Partner Collaborative is excited by this augmentation to our existing portfolio of Executive Advisory services.

 For further information please log on to our website at www.nextgenerationadvisory.com.

Latest Publications

Thought Leadership Alliance

Discussion Partners enjoys a Strategic Alliance with Tammy Erickson, an award winning author and widely respected expert on organizations and the changing workforce. Her work is based on extensive research on changing demographics and employee values and, most recently, on how successful organizations innovate through collaboration. She  has  written  four  books (at right) on managing separate and distinct age cohorts, a concept that is the foundation of Talent Readiness..

A McKinsey Award-winning author and well-known lecturer, Tammy's work focuses on shifting generational values, the changing workforce, innovative approaches to engagement, and counter-intuitive paths to collaboration and innovation.  Tammy's work on generations is based on her extensive research on the nature of work in the intelligent economy. 

Connect with Tammy: