MTD Training - Leadership, Management & Sales

In 2001, I took a leap of faith to see if I could cut it as an entrepreneur, and that's how MTD Training was born. 

With no outside investment, no team, and no fancy office, I started the company from a small bedroom office, doing everything myself - from marketing to delivering training sessions. It was a daunting challenge, but I didn’t want to look back one day with regrets, wondering "what if?"

I knew that if I was going to build something, it had to be something truly exceptional - something that would make a real difference. 

That’s why I focused on two areas where I saw a massive need for change: leadership development and sales training. 

Too many training programmes were cookie-cutter, uninspired, and, frankly, ineffective. I wanted to create something that delivered tangible results, that didn’t just tick the box, but transformed the people it touched.

Fast forward to today, and MTD Training has grown from that single room into a multi-million pound powerhouse in the training industry. 

We’ve worked with over 9,000 companies. We specialise in both commercial and apprenticeship training, always with one goal in mind: achieving real, measurable results for our clients.

We don’t just train; we transform. Our programmes are not about theory - they’re about application. 

They’re designed to be engaging, impactful, and above all, practical. Our obsession with client success has earned us five prestigious awards and a reputation as a leader in the field.

When I’m not working within MTD, you can often find me sharing my experiences and insights on leadership, sales, and entrepreneurship at conferences, on podcasts, and through various media channels. 

If you’re looking to transform your managers into leaders or drive your sales team to new heights, let’s talk. 

Get in touch at: 
Leadership - www.mtdtraining.com
Sales Training - www.mtdsalestraining.com

Tel: ++ 44 2476 992 486

Founder & CEO

Skillshub - 800 engaging courses for your LMS

Back in 2021, I had a vision to create something different in the world of digital learning. 

I wanted to build a company that didn’t just offer online courses, but truly transformed the learning experience. That’s how Skillshub came to life.

I’ve always been passionate about learning and development, but the e-learning options available at the time were, frankly, uninspiring. 

Most courses felt like a tick-box exercise - boring, disengaging, and failing to deliver real, actionable results. Learning management systems were no better: clunky, hard to use, and often a roadblock rather than a tool for growth.

I knew it didn’t have to be this way. So, I set out to change it.

I wanted to create a platform that wasn’t just another piece of software, but a place where people actually wanted to learn. A place where the content was engaging, practical, and most importantly, impactful. 

I gathered a team of passionate professionals, and together we launched Skillshub - a digital learning platform designed to revolutionise the way we learn online.

Today, Skillshub offers over 800 courses and more than 2,000 diverse learning resources. 

Whether you’re looking for a comprehensive online learning platform or just high-quality content for your existing LMS, we’ve got you covered. 

Our platform is built to be intuitive, easy to navigate, and loaded with engaging content that drives real change in the workplace.

But we didn’t stop there. 

We understood that every organisation has unique needs, so we offer customised solutions too. 

Whether it’s transforming your existing training material into captivating digital content or developing bespoke learning journeys for your people, we’re here to make sure your team is not just learning, but thriving.

With Skillshub, you’re not just getting courses or a platform; you’re getting a learning experience that inspires action and drives performance.

Get in touch at:
www.skillshub.com
info@skillshub.com

Tel: ++ 44 2476 998 101

Feedo - 360 Degree Feedback Tool

When I set out to create Feedo, it wasn’t just about building another 360-degree feedback tool. 

It was about solving a problem that I had personally faced countless times in my career: the frustration of using clunky, overpriced systems that seemed to be designed by programmers, not for the people who would actually use them.

I wanted something better. Something intuitive, cost-effective, and flexible enough to meet the diverse needs of L&D and HR professionals. Feedo was born from that vision.

Imagine you’re running a 360-degree feedback campaign. You’re already juggling multiple roles, trying to ensure your employees are engaged and your organisation is thriving. The last thing you need is a feedback system that’s hard to navigate, lacks customisation, and leaves you wondering if the data you’re getting is even useful.

That’s why I built Feedo. 

It’s a tool designed with you in mind, whether you're an HR leader looking for a comprehensive solution or a manager needing quick, actionable insights. Feedo lets you measure exactly what matters to you, using your own questions or selecting from our extensive library of 600 ready-made questionnaires.

Unlike traditional systems, Feedo’s user-friendly interface makes it simple for both admins and participants. You can create custom ratings, generate clear, easy-to-understand reports, and even monitor results in real-time with our LIVE dashboard. Plus, whether you want to run the campaign yourself or have our team handle it for you, we’ve got you covered.

With Feedo, you’re not just getting software; you’re gaining a partner committed to making feedback easier, more meaningful, and ultimately more impactful.

Some of the ways Feedo can support you include:

360-Degree Feedback
180-Degree Feedback
Employee Satisfaction Surveys
Training Needs Analysis
Automated “Happy Sheets”
Culture Checks

Get in touch at:
www.feedo.com
info@feedo.com

Founder

Merrill Lynch

Head Of Process Improvement

Barclays Bank

Head Of Operational Planning

Founder of MTD Training & Skillshub | Trusted by 9,000+ Companies to Build Leaders & Drive Sales | Award-Winning L&D Partner | Author & Speaker

Most training changes nothing. We do the opposite by delivering management training, sales programmes and online learning that transform performance.

As the Founder and CEO of MTD Training and Skillshub, we've supported over 9,000 companies worldwide, from multinationals to fast-scaling teams, with one goal: real behaviour change that leads to real results.

Multi-award winning MTD Training is a trusted partner for organisations seeking cutting-edge leadership and sales training programmes that make a lasting impact and Skillshub is a company revolutionising e-learning with it's intuitive, engaging platform and 1,000 online courses.

💥 Our Approach: Impact Over Activity 💥

Most training fails because it's built to tick boxes, not move the needle.

That’s why everything we do is designed to make learning stick and show results, whether it’s improving sales performance, increasing leadership capability, or building stronger cultures.

We don’t do training for training’s sake, we make sure it works.

🏆 Recognition & Reach 🏆

Here are 3 of our recent achievements:

* I was named the UK’s #1 Sales Influencer in the Top 100 Sales Index 2025
* MTD was named in the Sunday Times Best Places to Work 2025 – a reflection of our people-first culture
* MTD won the 2024 Breakthrough Culture Award for best company to work for

📚 Author of Practical Business Books 📚

My recently released books include:

- 1,500 Coaching Questions – Word-for-word questions to develop your people.
- 500 Sales Questions That Close The Deal – Ask smarter. Sell faster. Close more.
- IMPACT – How To Turn Learning Into Results. (Essential reading for L&D Managers) 

Coming Soon...
- A revolutionary book on Leadership - due to NDA I can't disclose the title

🎤 Keynotes, Podcasts & Events 🎤

Whether I’m speaking at conferences, on podcasts or contributing to media, I focus on real-world strategies that people can use the next day.

I've been featured by CNN, BBC, ITV and global media outlets.

Topics I cover include:

- Modern day leadership
- Sales transformation
- Personal branding for CEOs
- Entrepreneurialism 
- Business owner strategies

💡 Weekly Upskilling Tips 💡

Join over 270,000 professionals who follow my weekly tips on leadership, sales, and personal growth.
Visit www.seanmcpheat.com to sign up and get 250+ free infographics to sharpen your edge.

📩 For commercial, media, or speaking enquiries 📩

Please email: enquiries@seanmcpheat.com

The best bosses I’ve worked with weren’t the nicest.

They were the kindest ⬇️

There’s a big difference between being nice and being kind.
Most bosses confuse the two.

Nice bosses avoid conflict to keep the peace.
Kind bosses step into it, with care.

Nice bosses stay silent to keep things comfortable.
Kind bosses speak the truth because respect matters more.

Here’s how it plays out:

❌ “It’s fine” when it’s clearly not
❌ Avoiding hard conversations
❌ Giving vague praise to avoid upsetting people
❌ Saying yes to everything to avoid friction
❌ Trying to keep everyone happy instead of doing what’s right

These behaviours seem polite, but they create confusion, distrust, and frustration.

Your team doesn’t need a boss who’s “nice.”
They need one who’s kind.

Here’s what that actually looks like:

✅ You confront issues directly but respectfully
✅ You give specific praise and clear feedback
✅ You set boundaries instead of always saying yes
✅ You have the awkward conversation when it matters
✅ You lead with honesty, not just harmony

Kindness is clarity.
↳ It says: “Let’s talk this through.”
↳ It says: “Here’s how to improve.”
↳ It says: “I care enough to be real with you.”

Being kind means doing what’s right, even when it’s hard.
Nice avoids. Kind engages.

Your team knows the difference.

And so do you, deep down.

🧠 Remember; kindness builds long-term trust.
Niceness builds short-term comfort.

Be the boss who earns trust.
Be the boss who leads.
Be the boss who’s kind enough to be honest.

What’s one thing you wish more leaders said out loud?
Drop it in the comments below ⬇️

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Sean McPheat

Founder of MTD Training & Skillshub | Trusted by 9,000+ Companies for Management Training, Sales Programmes & Online Learning Solutions | Award-Winning L&D Partner | Author & Speaker

Be a Kind Boss not a Nice Boss

I used to have no idea what these meant.

Let me simplify it all for you ⬇️

We talk a lot about inclusion.

But most people and workplaces don’t really get it.

This simple visual explains why:

Exclusion
↳ You’re outside the circle entirely.
↳ Decisions are made without you.
↳ You’re not even part of the conversation.

Separation
↳ You're allowed in but only in your own space.
↳ The “us and them” line is still drawn.
↳ You exist, but not together.

Integration
↳ You’re in the same space but kept in a separate corner.
↳ The culture still centres around the majority.
↳ You’re expected to adapt. They’re not.

Inclusion
↳ You're in the room.
↳ Your voice is heard.
↳ Your differences are seen as strengths not problems to work around.

Inclusion is not about assimilation.
It’s about mutual value and shared voice.

Here’s what inclusive environments do differently:

✅ They involve everyone in decision-making
✅ They adapt systems not just people
✅ They reward diverse thinking, not conformity
✅ They create space for every voice to be heard
✅ They treat inclusion as culture not a checkbox

And here's the truth:

❌ You can hire diverse talent and still exclude them
❌ You can celebrate differences and still separate people
❌ You can say “everyone’s welcome” and still make them feel like outsiders

Inclusion isn’t about optics.
It’s about experience.

↳ Feeling safe to speak.
↳ Knowing your opinion counts.
↳ Being seen as capable, not just compliant.

🧠 Remember; people don’t stay where they feel tolerated.
They stay where they feel valued.

What’s one practical way leaders can build real inclusion?
Let me know in the comments below ⬇️

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Talks about #hr, #learning, #training, #leadership, and #management

I fired my wife.

But not for the reason you think ⬇️

A few years ago, she helped out in my business.
Smart. Capable. Incredible with people.

But she was too kind.

She:
↳ Cared deeply
↳ Avoided conflict
↳ Gave too many second chances
↳ Wanted everyone happy, always

The team loved her.
But performance slipped.
Feedback got watered down.
Standards faded quietly.

The truth?

↳ Kindness isn’t weakness.
↳ But kindness without clarity is.

Here’s what we learned and fixed together:

↳ Set non-negotiable standards
↳ Separate the person from the performance
↳ Give feedback early, directly, and kindly
↳ Lead with empathy and expectations

We started leading with:

↳ High support
↳ High accountability
↳ High trust

That became our rule:
Kindness + Clarity = Leadership

To implement this:
Start by reviewing where you’re overcompensating with care.
Where are you being liked but not respected?
Then, define your standards. Communicate them clearly.
Feedback isn’t unkind it’s how growth happens.

Then model both sides:
The open door and the firm boundary.
Support your people, yes. But hold the line too.
Respect comes from both.

Did I really fire her?

Well, no I didn't it. But it was going that way!

🧠 Remember; kindness creates safety.
But clarity creates results.

What leadership lesson did you have to learn the hard way?
Let me know in the comments below ⬇️

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Yes, I did fire my wife...

Here are 4 ways to lose respect as a manager

(and how to fix it fast) ⬇️

Saying one thing, doing another...

↳ You preach wellbeing but reward burnout
↳ You ask for feedback but never act on it
Audit yourself: Pick one value you promote.
Now ask, are you living it?

Only showing up when there’s a problem...

↳ Your team links your presence with pressure
↳ You become the face of “what’s wrong”
Block out 15 minutes a week for casual check-ins.
No agenda. Just be present.

Avoiding tough conversations...

↳ You think silence is kindness
↳ But silence breeds confusion
Try: “Can we talk about something that might feel uncomfortable but important?”
Clarity builds confidence.

Playing favourites...

↳ People notice who gets more time, support, and praise
↳ And they talk about it
Review how you allocate 1:1s, feedback, and recognition.
Trust needs fairness.

Lost respect? You can earn it back.

But not with a speech.
With action.

Pick one broken habit.
Fix it publicly.
Repeat it consistently.

Here’s how to rebuild fast:

✅ Ask your team: “What’s one thing I could do better as your manager?”
✅ Don’t defend. Don’t deflect. Just listen.
✅ Then act. Quietly. Consistently. Reliably.

🧠 Remember; respect doesn’t come from perfection.
It comes from reliability.

↳ Say less.
↳ Show more.
↳ Start small.
↳ Stay consistent.

What’s the fastest way you’ve seen a leader lose respect?
Share it in the comments below ⬇️

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4 Ways To Lose Respect As A Manager

I once gave public praise to an introvert.

They smiled politely, then avoided me ⬇️

Managing introverts isn’t about walking on eggshells.
It’s about understanding how they work best.

And when you do?
They’ll give you their most focused, thoughtful, and reliable work.

Here are 7 truths every manager should know:

✅ They’re not anti-social. They’re selective.
They avoid small talk, not connection. Give space for one-on-one chats or quiet time to contribute.

✅ They need time to process.
Put them on the spot, and you won’t get their best. Give time to reflect, and you’ll get gold.

✅ Open-plan offices drain them.
Constant noise = mental exhaustion. Quiet spaces = quality output.

✅ They prefer written over spontaneous.
Some of their best thinking shows up in emails, not meetings. Don’t expect instant answers all the time.

✅ Meetings can be overwhelming.
Structure helps. Give space to speak. And always follow up after.

✅ They still want recognition.
Just not on stage. Praise in private can go much further.

✅ They make brilliant leaders.
Calm, thoughtful, empowering. They lead through depth, not volume.

You don’t need to change who you are as a manager.
But you might need to change how you manage.

And if you do?
You’ll uncover a quiet kind of brilliance.

🧠 Remember; introverts aren’t hiding. They’re waiting for the right space, the right moment, and the right kind of leadership.

Which of these traits do you recognise in yourself or your team?
Let’s chat in the comments ⬇️

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7 Things You Need To Know About Introverts

Tough conversations are uncomfortable. 

But saying nothing solves nothing ⬇️

Tough conversations aren’t about being perfect.
They’re about being intentional.

That starts with the words you choose.

Because in high-stakes moments, one well-phrased sentence can shift everything.

Here are some that have changed how I show up:

✅ “I value your perspective and am open to exploring common ground.”
✅ “Understanding your concerns is important; let’s address them together.”
✅ “Let’s aim for an outcome that reflects our shared objectives effectively.”
✅ “Could we explore a compromise that satisfies our key priorities?”
✅ “I’m open to discussing alternative solutions that meet our needs.”
✅ “Your contribution to this conversation is valued; let’s continue exploring.”
✅ “Thank you for your honesty; let’s navigate these challenges together.”
✅ “Finding a path forward together is important; let’s work on that.”
✅ “Let’s pause, reflect, and approach this with a fresh mindset.”
✅ “I’m here to listen fully and find a path we both agree on.”

These phrases might seem simple.
But they build safety.
They invite collaboration.
They lower defences.

And when people feel safe, they’re more likely to be honest.
More likely to stay in the conversation.
More likely to work with you, not against you.

🧠 Remember: In difficult moments, it’s not about who speaks the loudest, it’s about who speaks with care.

Which phrase do you think is most powerful during a tough conversation?
Drop your thoughts below ⬇️

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Coaching isn't telling. It's unlocking.

Ask better questions. Get better results ⬇️

The best leaders don’t just solve problems.
They coach others to think for themselves.

That starts with better questions.

Within this infographic are just 50 questions taken
from book "1,500 Coaching Questions" which you
can get at Amazon on the link below:
https://lnkd.in/dzcMSGiN

It's got a 4.9 ratings out of 5!

Here are 10 categories of powerful coaching questions to unlock clarity, action and ownership:

Creating Goals & Outcomes
↳ “What do you want to accomplish?”
↳ “How will you know you’ve succeeded?”

Exploring the ‘Why’ Behind Goals
↳ “Why is this goal important to you?”
↳ “What would achieving it give you?”

Making Goals More Specific
↳ “What does success look like for you?”
↳ “What’s the first measurable step?”

Exploring Current Reality
↳ “What’s working well right now?”
↳ “What’s holding you back?”

Creating Momentum for Change
↳ “What small step can you take today?”
↳ “Who can support you in this?”

Creating Accountability
↳ “Who will you share this with?”
↳ “What’s your plan to stay on track?”

Options, Decisions & Taking Action
↳ “What options are available to you?”
↳ “How will you decide what to do next?”

Making It Happen
↳ “Who can you reach out to for help?”
↳ “What might get in your way?”

Following Up on Inaction
↳ “What stopped you from moving forward?”
↳ “How will you ensure follow-through next time?”

Dealing with Limiting Beliefs
↳ “What’s holding you back?”
↳ “If you weren’t scared, what would you do?”

These questions do 3 things:
✅ Shift ownership to the coachee
✅ Build self-awareness
✅ Spark momentum

🧠 Remember; coaching isn’t about telling people what to do.
It’s about helping them figure it out for themselves.

Lead with questions.
Hold the silence.
Trust the process.

Which coaching question do you use most often?
Drop it in the comments below ⬇️

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The best bosses do less, not more.

Not through laziness, but this...

If you’re in a leadership role, this might feel uncomfortable:
But the best bosses do less, not more.

Here’s what that actually looks like:

✅ They don’t jump in to save the day.
They let people figure it out even if it takes longer.
Because capability grows in the struggle, not the shortcut.

✅ They delegate the thinking not just the task.
They don’t say “Do this.”
They ask, “What’s your take on it?”

✅ They stay calm when everything’s on fire.
Even if they’re panicking inside.
Their calm becomes the team’s confidence.

✅ They don’t make every decision.
They step back to empower others.
Leadership isn’t about always being in it, it’s knowing when to step out.

✅ They know when to shut up.
Silence isn’t awkward, it’s a tool.
It gives people space to think, speak, and lead.

✅ They don’t treat everyone the same.
They adapt to each person’s strengths, needs, and rhythm.
Fair doesn’t mean identical.

✅ They care deeply, but don’t carry everything.
They draw boundaries to protect their energy.
Because drained leaders can’t develop anyone.

It took me years to unlearn what I thought made a “strong” manager.
And honestly? I’m still learning.

But every time I let go just a little more…
The team gets stronger.
The results get better.
And I breathe a bit easier.

🧠 Remember: You’re not leading to be the hero, you’re leading to build heroes.

What’s one leadership habit you’ve had to unlearn?
Drop it in the comments I’d love to hear. ⬇️

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This feels illegal to know as a boss

The people who earn the most respect at work?

All share these 10 traits ⬇️

The truth is, character isn’t about perfection.
It’s about the small choices you make, especially when no one is watching.

Here are the 10 traits that define good character and what they actually look like in real life:

✅ Integrity
They do what’s right, even when it’s inconvenient.
Not to impress others, but because it matters to them.

✅ Honesty
They tell the truth, even when it’s uncomfortable.
They don’t hide behind half-truths or silence.

✅ Compassion
They listen. They check in.
They act when someone’s hurting, even if it’s not their problem.

✅ Reliability
They show up. They keep promises.
You don’t have to second-guess if they’ll follow through.

✅ Humility
They celebrate wins, but own their limits.
No need to prove they’re the smartest in the room.

✅ Respectfulness
They treat others with dignity, always.
Even when they disagree or feel disrespected.

✅ Accountability
They own their mistakes.
No blaming, no dodging, just responsibility.

✅ Patience
They stay grounded, even in chaos.
They respond, they don’t react.

✅ Fairness
They listen to every voice.
And they don’t let bias cloud their judgement.

✅ Generosity
They give time, energy and effort without keeping score.

These aren’t just 'nice to have' traits. They’re the foundation of real leadership.

🧠 Remember; people might admire your talent but they trust your character.

The question isn’t “Do you have good character?”
It’s “What do your daily actions say about it?”

Which one of these traits do you think is the hardest to develop?
Let’s talk in the comments ⬇️

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10 Traits of a Person With Good Character

Does conflict make you feel uncomfortable?

It's easier when you know what to say ⬇️

Most people don’t get stuck in conflict because they lack solutions.

They get stuck because they don’t know what to say in the moment.

That’s the turning point, where tension either explodes or dissolves.

Here are 10 simple swaps that reduce friction and move things forward:

❌ “You’re wrong.”
↳ “I see this differently… can we explore both perspectives?”

❌ “That’s not my fault.”
↳ “Let’s look at what happened and how we can fix it.”

❌ “We always do it this way.”
↳ “I’m open to suggestions… how do you think we can improve?”

❌ “You’re not listening.”
↳ “I don’t feel heard… can we take a moment to understand each other?”

❌ “You need to stop being difficult.”
↳ “It seems like we’re not aligned… how can we work through this?”

❌ “I don’t want to talk about this.”
↳ “I know this is uncomfortable… but let’s find a solution.”

❌ “This conversation is pointless.”
↳ “I think we both want the best outcome… let’s focus on that.”

❌ “You’re being unreasonable.”
↳ “Help me understand why this is important to you.”

❌ “This isn’t a big deal.”
↳ “I respect that this matters to you… let’s discuss it.”

❌ “I don’t care anymore.”
↳ “I value our relationship… let’s try to find common ground.”

These phrases keep conversations open instead of shutting them down.

They signal respect, even when you don’t agree.
They allow people to be heard without losing control.
They help you lead without dominating.

🧠 Remember, the right words don’t just solve problems.
They stop new ones from starting.

What phrase has helped you turn a tense moment around?
Drop it in the comments ⬇️

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10 Phrases To Fix Conflict Conversations

Becoming a new manager isn’t the hard part.

Knowing what to do next is ⬇️

Most new managers don’t struggle with the role.
They struggle with the reality no one prepares them for.

Here’s your real-world cheat sheet:

↳ Clarity beats charisma
Set expectations. Define success. Repeat often.
If your team is guessing, you’re already losing.

↳ Feedback isn’t optional
Give it early. Make it clear. Keep it calm.
Delay = damage.

↳ Have the tough conversations early
Avoiding conflict guarantees more of it.
Tackle behaviours, not personalities.

↳ You’re not supposed to have all the answers
Ask more. Coach more. Say:
“What do you recommend?”

↳ Your mood sets the tone
They mirror your energy.
Stay steady, even under pressure.

↳ One-to-ones are your superpower
Protect them. Focus on growth, not just tasks.
Listen more than you talk.

To implement this, start by reviewing your last 7 days.
Have you skipped 1:1s? Held back feedback?
Begin with small shifts, consistency beats complexity.

Next, act like a coach, not a saviour.
Ask questions that unlock thinking.
And always return to clarity: your team needs it more than motivation.

🧠 Remember; the best new managers aren’t perfect.
They’re intentional. That’s your edge.

What’s one thing you wish you knew before becoming a manager?
Share it in the comments below ⬇️

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If You're A New Manager, You Need This.

Ruth Starsmeare

Burnout doesn’t start with a breakdown.

It starts with a culture you allow ⬇️

Here are 12 red flags that show burnout is baked into your workplace:

❌ Constant Overtime
↳ Employees are expected to work late like it’s normal

❌ Unrealistic Deadlines
↳ Projects are scheduled without considering team capacity

❌ No Work-Life Balance
↳ Boundaries are ignored or punished

❌ High Turnover
↳ People leave because they’re exhausted, not uncommitted

❌ Lack of Recognition
↳ Hard work goes unnoticed, so motivation disappears

❌ Always “On” Mentality
↳ People are expected to reply 24/7. No switch-off time

❌ No Time for Recovery
↳ After crunch time, there’s no reset or decompression

❌ Poor Mental Health Support
↳ Stress isn’t acknowledged, and help isn’t offered

❌ Low Morale
↳ Teams feel drained, disengaged, and unmotivated

❌ Overwork is Praised
↳ People get rewarded for unhealthy habits

❌ Unclear Priorities
↳ Conflicting demands create stress and confusion

❌ Fear of Taking Time Off
↳ People feel guilty or afraid they’ll be punished for resting

These are more than bad habits.
They’re systemic signals that something’s deeply wrong.

You don’t fix burnout with surface perks.
You fix it by rebuilding how your culture operates.

Here’s what helps instead:

✅ Respect boundaries
✅ Set achievable goals
✅ Check in without always checking up
✅ Recognise effort even without big wins
✅ Normalise rest and recovery
✅ Talk about mental health like you mean it

🧠 Remember; burnout is not a people problem.
It’s a leadership problem.
And culture is your responsibility.

↳ Set the tone.
↳ Model balance.
↳ Lead by example.

What’s the biggest burnout red flag you’ve seen in the workplace?
Share it in the comments below ⬇️

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Ego blocks progress.

Being coachable unlocks it ⬇️

Michael Jordan didn’t say his best skill was talent.
He didn’t say it was athleticism.
He said it was being coachable.

That hit me.

Because let’s be honest, being coachable doesn’t come naturally to most of us.

It means being willing to hear uncomfortable truths.
It means admitting there’s a better way.
It means replacing ego with curiosity.

But here's what it doesn’t mean:

❌ It doesn’t mean being passive.
❌ It doesn’t mean always agreeing.
❌ It doesn’t mean doing things blindly.

Being coachable is about actively wanting to grow.
Not because you're not good enough but because you know you can be better.

Coachable people aren’t afraid of feedback.
They seek it out.
They don’t wait for lessons, they ask for them.
They don’t flinch at failure, they study it.

The best professionals I know all have this in common:
They’re hungry to learn without letting pride get in the way.

If someone shows you a better way to do something, do you thank them…
or do you defend your old way?

That difference says a lot.

I’ve worked with brilliant people who never reached their potential.

Why?

Because they couldn’t be coached.
They stopped listening.
They stopped growing.
Eventually… they got left behind.

You can be talented.
You can be experienced.
You can even be right most of the time.

But if you're not coachable, none of it lasts.

🧠 Remember: being coachable isn’t a weakness. It’s a superpower that compounds over time.

So here’s the real question:
Are you showing up as a sponge or a shield?

What’s the best piece of coaching you’ve ever received?
Let me know in the comments ⬇️

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1500 Coaching Questions - what to ask in any situation.
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Don’t start your team meetings with these words.

Use these instead ⬇️

Let’s be honest, most meetings don’t fail halfway through.
They fail in the first minute.

Why?

Because of how they start.

❌ Boring phrases.
❌ Rushed energy.
❌ False promises.

They drain attention before ideas even begin.

Here are 3 common meeting openers that quietly sabotage success:

❌ “Let’s just quickly run through the agenda…”

Sounds like admin, not action. Everyone tunes out.
Try this: “Let’s focus on the 2 things that will move us forward today.”

❌ “We’ve got a lot to get through…”

Sets a heavy tone. People brace for overload.
Try this: “We’re going to work smart and focus on what matters.”

❌ “This shouldn’t take long…”

A promise you probably won’t keep and they know it.
Try this: “This will take the time it needs but no more.”

These changes seem small.
But small shifts in language change the tone.
And tone changes everything.

People listen to energy more than content.
And they decide whether to engage or coast within seconds.

So, next time you start a meeting, remember:

✅ Clarity beats complexity.
✅ Energy beats urgency.
✅ Truth beats time-based promises.

And don’t forget how you open the meeting often decides how it ends.

🧠 Remember; meetings aren’t about getting through the agenda, they’re about getting to outcomes.

You don’t need to hype, just start with clarity and purpose.

This is how you stop running meetings. And start leading them.

What’s one phrase that kills the vibe in a meeting?
Drop it in the comments below ⬇️

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Don't Start Your Meetings Like This...

Amy Yamashiro

I often overthink things.

Is this the same for you? ⬇️

We often think life needs strategy, timing, finesse.
But really?

Sometimes it just needs this:

❌ Missing someone?
Call them.

❌ Want to meet up?
Invite them.

❌ Want to be understood?
Explain yourself.

❌ Have a question?
Ask it.

❌ Don’t like something?
Say it.

❌ Like something?
Acknowledge it.

❌ Want something?
Ask for it.

❌ Love someone?
Tell them.

We say we want clarity.
But then we hide behind politeness, timing, ego, or fear.

I know I have.

But if I’ve learned anything lately, it’s this:

The longer you wait to say the thing…
The heavier it gets.

And most of the time?
The conversation you’re avoiding won’t be as bad as you think.
The connection you’re craving might just be one message away.

So call. Ask. Say. Tell.
Whatever it is, make it simple.

🧠 Remember: Clarity creates peace. Complication creates distance.

Who do you need to reach out to today?

Start small. But start!

What’s one simple action you’ve been putting off?
Let’s talk in the comments ⬇️

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Who was the best leader you ever had?

How many of these habits did they have ⬇️ 

Great leadership isn’t dramatic.
It’s built in the quiet moments, when no one’s watching.

These seven habits shape that kind of leadership:

Lead by Example
↳ Demonstrate the behaviour you expect from others.
Trust is built more by consistency than charisma.

Practice Active Listening
↳ Listen to understand, not to reply.
People open up when they feel heard.

Embrace Continuous Learning
↳ Stay curious, stay relevant.
Leaders who learn adapt faster than those who think they already know.

Give Constructive Feedback
↳ Don’t wait for reviews, make feedback a rhythm.
Delivered with care, it builds confidence, not defensiveness.

Show Empathy
↳ Know when to pause and understand the human underneath the role.
Empathy isn’t weakness, it’s leadership in action.

Delegate Effectively
↳ Trust your team with responsibility.
You’re not doing less, you’re creating more impact.

Stay Calm Under Pressure
↳ Pressure tests everyone.
But if you stay grounded, your team will stay with you.

None of these habits are flashy.
But they’re what people remember.
They don’t require a title, just intent.

In my experience, the best leaders aren’t the loud ones. 

They’re the ones who make you feel safe enough to do your best work. 

They don’t chase followers; people choose to follow them because of how they show up, day after day.

If you want to lead well, start here. 

Pick one habit and commit to it this week.

Notice what changes, not in others, but in how you feel about the way you lead. 

Leadership isn’t a job title. It’s a daily choice.

Your team doesn’t need a hero.
They need someone they can trust.

🧠 Remember, it’s not the big gestures that define you.
It’s the daily habits your team experiences first hand.

Which habit will you start with?
Drop it in the comments ⬇️

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7 Habits Of A Great Leader

I used to bark out orders.

Now I lead with EQ ⬇️

Emotional intelligence is a superpower.

Here are 17 signs you're building high emotional intelligence:

✅ You stay calm under pressure
↳ Stress doesn’t dictate your actions

✅ You take responsibility for your actions
↳ Mistakes become learning, not blame

✅ You set boundaries respectfully
↳ Saying no doesn’t need drama

✅ You’re comfortable with discomfort
↳ Growth comes through challenge

✅ You motivate others
↳ Your energy lifts those around you

✅ You read non-verbal cues
↳ You notice what isn’t being said

✅ You stay objective in conflict
↳ You resolve, not react

✅ You express gratitude often
↳ You make others feel valued

✅ You actively listen
↳ You seek to understand, not interrupt

✅ You celebrate others’ successes
↳ You’re secure enough to feel happy for them

✅ You empathise with others
↳ You can see from their side, even in disagreement

✅ You handle criticism gracefully
↳ Feedback helps you grow

✅ You stay open to learning
↳ You admit what you don’t know

✅ You adapt to change easily
↳ Flexibility is your strength

✅ You give constructive feedback
↳ You focus on behaviour, not blame

✅ You manage your own emotions
↳ You don’t let triggers take control

✅ You stay authentic
↳ You lead as your true self

These behaviours don’t come from a book.
They come from self-awareness.
From slowing down. From choosing to respond, not react.

↳ People don’t remember what you said.
↳ They remember how you made them feel.

🧠 Remember; technical skill might land the job.
Emotional intelligence keeps it, and helps you thrive in it.

Which of these do you think is most overlooked?
Let me know in the comments below ⬇️

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Paweł Koza

You might be micromanaging...

(And not even realising it) ⬇️ 

Micromanagement doesn’t always sound like control.
Sometimes it sounds like concern.
But the result is the same, your team shuts down.

Here are 17 red flags worth checking in yourself:

🔸 You rewrite their emails
🔸 You jump on every client call
↳ Set the outcome, not the play-by-play

🔸 You check in more than they do
🔸 You ask for hourly updates
↳ Trust the process between meetings

🔸 You say, “It’s quicker if I do it”
🔸 You hover constantly
↳ Let them learn through doing

🔸 You give feedback before they finish
🔸 You take tasks back
↳ Coach them after not during

🔸 You fix tiny mistakes
🔸 You want updates on everything
↳ Focus on progress, not perfection

🔸 You attend unnecessary meetings
🔸 You rarely say, “I trust you”
↳ Step back and let them represent you

🔸 You speak for the team
🔸 You double-check completed work
↳ Ownership builds confidence

🔸 You’re “just checking in” all the time
🔸 You never unplug
↳ Your anxiety becomes their environment

🔸 You finish their thoughts
↳ Let them speak fully, it builds trust

Every flag above adds pressure.
Not always visible, but always felt.
And over time, it pushes your best people away.

🧠 Remember, great leaders don’t need to control every detail.
They create clarity, then give people space to thrive.

Which of these red flags have you seen or done yourself?
Let me know in the comments ⬇️

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17 Micromanagement Red Flags

Struggling with what to say in appraisals?

Fix this right now ⬇️

Appraisal conversations are make-or-break moments.
Done poorly, they frustrate.
Done well, they unlock growth.

Here’s the truth:

❌ “You need to work harder” doesn’t help
❌ “You’re not meeting expectations” lacks clarity
❌ “This was disappointing” feels like judgement
❌ “You’re not leadership material” shuts doors
❌ “You should already know this” crushes confidence

Harsh feedback might feel honest.
But without direction, it’s just demoralising.

Here’s how great leaders say the same things, but better:

✅ “Here’s how you can be more effective in your role.”
✅ “Let’s review expectations and see how we can bridge the gap.”
✅ “I see areas for growth… let’s talk about improvements.”
✅ “Here’s what’s working well and what could be stronger.”
✅ “Here are some skills to develop for future leadership roles.”
✅ “This is an opportunity to improve… here’s how.”
✅ “Let’s set realistic steps for continuous progress.”
✅ “Let’s go over this so you feel more confident next time.”
✅ “Here’s what you’re doing well… let’s focus on what’s next.”
✅ “I’d love to hear your thoughts on this and discuss further.”

The goal isn’t to soften the message.
It’s to make it useful.

↳ Feedback should feel like a roadmap
↳ Not a dead end

The best managers don’t dodge the truth.
But they deliver it in a way that builds clarity, not confusion.

Your team should leave an appraisal with:
✔ A clear direction
✔ A sense of progress
✔ And the belief they can do better

Not fear. Not shame. Not guesswork.

🧠 Remember; feedback is a leadership skill.
And like all skills, you can get better at it.

What’s one phrase you wish more managers would stop using in reviews?
Drop it in the comments below ⬇️

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I used to avoid difficult conversations.

Now I don't because of this structure...

Most of us were never taught how to do this well.

But difficult conversations don’t have to be damaging.
They can be transformational if you handle them with the right intent and approach.

Here’s what I’ve learned (the hard way):

✅ Clarity beats confusion.
Say what you mean.
Be direct, specific, and simple.
No one can work with what you’re hinting at.

✅ Empathy changes the tone.
Don’t listen to reply, listen to understand.
You don’t have to agree to validate someone’s feelings.
Show them you actually see them.

✅ Calm is your greatest tool.
Take a breath before you react.
Control your tone, even if you’re frustrated.
It’s not about being emotionless, it’s about staying grounded.

✅ Focus on solutions, not blame.
What can be fixed?
What needs to happen next?
If it ends without action, it’s not a conversation, it’s just noise.

These aren’t soft skills. They’re leadership skills.
They’re relationship skills. They’re life skills.

The most important conversations are usually the hardest ones to have.

🧠 Remember: The quality of your conversations will determine the quality of your relationships at work and at home.

What’s one lesson you’ve learned from handling a tough conversation?
I’d love to hear it ⬇️

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