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In case you haven't noticed, working with people can be tricky. All sorts of things can turn a great day into an ordinary one, or maybe a bad one. Like when: ➤ Some of the staff don't get on and it's a constant battle getting them to act like a team. ➤ Your manager makes a sexist remark and it's on your mind all day. Will you tell him? What will you say? And what if he says you're making a mountain out of a molehill? ➤ You need to tell a staff member their behaviour is unacceptable. And they're certainly not going to like it. ➤ You've taken over a team and a few of them are clearly doing their own thing. And it looks like they've been getting away with it for years. ➤ Your frontline staff have to deal with some pretty rude customers. And they've had enough. ➤ And, well, you get the picture. You know what it's like. And so do I. I've been there. So, to help fix these sorts of 'people problems' and get the harmony, teamwork and productivity you're after, I've developed: ✅ The Workplace Performance Accelerator. ✅ The Workplace Harmony Game Plan. ✅ A three-step process for Dealing with Difficult People ✅ A three-step process for Mastering Tough Conversations. ✅ A three-step process for Instilling Best Practice Behaviour. ✅ An Assertive Communication Skills Program people could relate to. ✅ Sets of clear practical realistic strategies people could immediately use. ✅ Personal Conversations Scripts which can be tailored to people's specific needs ✅ And Real Life Rehearsals And I've been using them to help staff at all levels: 1️⃣ Speak up and Inspire, Inform and Influence. 2️⃣ Work Well Together. 3️⃣ Have the Tough Conversations they Need to Have. 4️⃣ Deal with Difficult People. So they get the Results they really want: ✔ Staff and customers Behave, Communicate and Perform in the Best Possible Way ✔ The workplace runs smoothly and is productive. ✔ Staff enjoy work more and are less stressed. ☛ My formal qualifications are in Education, Science, Health & Psychology - MEd, BSc, GradDipEd, GradDipHealth, PostGradDipPsych & DipHyp ☛ Book in a time to have A Situation Review https://calendly.com/markmcpherson/talk ☛ Download a page for immediate viewing: https://www.markmcpherson.com.au/wp-content/uploads/2019/10/Mark_McPherson_one_page_overview_of_his_services_For-Website-.pdfYou
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Darren Saul had certainly done his homework before he interviewed me. He asked some terrific questions. And amongst them were a few tricky ones. Darren is a great interviewer and always makes sure his podcasts go along at a cracking pace. Thank you Darren . https://lnkd.in/gwkwn3HC
Darren Saul
🚀 In case you missed it!!🎙️Episode 254 - Managing Tough Conversations and Difficult People! with Mark McPherson In this episode, we’re diving deep into one of the trickiest (but most powerful) skills we can develop in business and in life — how to handle tough conversations and difficult people… and there’s no better guide than the incredible Mark McPherson! 🎯 With over 45 years of hands-on experience, Mark has seen it all. Whether it’s staff tension, frontline drama, or high-stakes workplace conversations, he’s built a proven toolkit to help professionals confidently inform, inspire, and influence — even when the heat is on. 💼💬 Mark is the genius behind the Workplace Performance Blueprint, Agent Provocateur Role-Plays, and Personal Conversation Scripts. His mission? To empower you with real-world, down-to-earth tools that actually work when it comes to navigating challenging conversations and personalities. 🙌 VIDEO - https://lnkd.in/g-ne2sxZ =============================================== 🎯 Wanna be a guest on my podcast, Playing With Perspective, and position yourself as the go-to expert in your field?! Share your story, promote your brand, and tap into a proven system designed to amplify your reach and opportunities 👉 https://lnkd.in/gkJBuuTh
Sexism? You be the judge. For 30 years my wife has ordered a Long Black and I have ordered a Piccolo. And for 30 years, without fail, the Long Black is given to me. And the Picollo is given to my wife. Is it because real men don't drink Piccolos? Is it just a simple case of sexism? Surely a woman wouldn't order a Long Black. Surely a woman would order a lovely little Piccolo. ➤ You be the judge. But either way, assumptions can be dangerous. And especially when we're Having a Tough Conversation with someone about their Poor Performance or Bad Behaviour. Yet, I see it all the time. I see people make assumptions about the other person's psychological attributes, feelings, intentions, motives and interests. And what they know and understand. And it's a big mistake. It's not because assumptions are necessarily wrong. They might be spot on. It's because making them can get us into trouble. They can: 1️⃣ Lead us up the garden path. We can talk about things, and put strategies in place, which are way off the mark. 2️⃣ Annoy the person. It doesn't matter whether the assumptions are right or wrong. The person might not like them, might not like you talking about what's going on in their head. They might even find them insulting. 3️⃣ Get us into lengthy and irrelevant discussions, debates and even arguments. Assumptions don't just waste valuable time and energy. It's worse than that. They create pain for both you and the other person. I help a lot of people who don't even know they're making assumptions. They think they're just saying it like it is, stating the obvious and making an observation. Yet making assumptions is exactly what they're doing. They're playing the intuition and conjecture game. ✔ And it's a mistake. A big, big mistake. Bizarrely, some of those helping people have Tough Conversations actually encourage them to make assumptions. So, let's get back to me and the Long Black. Sexism? Maybe. But either way, the assumption really gets up my nose. I know assumptions have their place. And I know it's not very hard for I may just swap my coffee with my wife's. But in other areas of our life, like when we are dealing with people, assumptions can do more harm than good. ✔ It's best to steer away from them. It's best to just stick to the facts about observed behaviour. Have you got any good 'assumption stories'? I'd love to hear them. #toughconversations
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