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In the press...

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“I think that associations should provide training to managers,” says HR consultant Mary Ellen Brennan, SPHR, SHRM-SCP. “However, training only goes so far, and if managers aren’t held accountable for their performance as managers of people, then it’s hard to effect change.” So performance appraisals should evaluate managers on their people management, she says—not just their individual contributions. Read the full article at

“Associations need to establish their employment brand and think about it like a marketing professional would,” says Brennan. They should “think about how they communicate to both current and potential employees about what it’s like to work at the organization and what they’ll get out of it.” This includes highlighting benefits and the best parts of your culture.  Read the full article at

“Brennan, who became a consultant in 2018, says, “I love having the variety of working with multiple clients as opposed to just working for one employer. I get to support different missions, which I didn’t get to do when I was working in an HR office of one for the 13 years prior to becoming a consultant.” Read the full article at

 “When most staff worked from the office they had more time to communicate and connect with employees. Today, communication is more purposeful, structured, and scheduled. These more formal interactions, often happening in groups, make it more difficult to identify performance issues or concerns as timely as before.” Read the full article at