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

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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Sean McPheat

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

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

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

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

Do you wish your one-to-ones were better?

Not awkward or repetitive... ⬇️ 

If your one-to-ones feel awkward, repetitive or pointless, you’re not alone.
But you are wasting one of your most powerful tools.

Here’s what usually goes wrong:

❌ No prep or structure
❌ Just another project update
❌ You do all the talking
❌ Feedback stays surface-level
❌ Nothing gets followed up

Here’s how to fix it:

Take 5 minutes to prep...
↳ Review wins, challenges, priorities, and feedback points
↳ Show up with a plan, not just presence

Make it about the person, not the project...
↳ Ask about their goals, growth, well-being, not just deadlines

Talk less, ask more...
↳ Try:

“What’s frustrating you right now?”

“What’s one thing I’m missing?”

“Where do you want to grow next?”

Give real feedback, not fluff...
↳ Say:

“Here’s what’s working…”

“Here’s where I see risk…”

“Here’s how I can help you improve…”

Follow up next time...
↳ Review actions and progress
↳ Hold both sides accountable

It’s not about making them longer.
It’s about making them matter.

One-to-ones are your best chance to lead, not manage.
When you treat them like real conversations, not just updates, you get honesty, clarity, and trust in return.

Done right, they become the heartbeat of your team.
Not because they’re perfect, but because they’re consistent, intentional, and human.

🧠 Remember; a weak one-to-one is a wasted opportunity.
But a great one? It’s where real leadership happens.

What’s one small shift that’s made your one-to-ones more impactful?
Let me know in the comments ⬇️

-------------------------

Develop the managers within your 
organisation and improve business
results…

Check out our UK based open courses.
Click here: https://lnkd.in/ecf3CBkS

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This Is Why Your One to Ones Aren't Working

Founder & CEO of MTD Training & Skillshub | Trusted by 9,000+ Companies | Author & Speaker | We Turn Learning Into Performance

Want to be a great manager?

The "great" do these things ⬇️ 

Great managers don’t just look busy.
They make space for what matters most.

They lead through the small, consistent habits their team experiences daily.

Here’s what high-impact managers actually do:

They talk to their people...
↳ Not surface-level nods or quick chats.
They check in with purpose and presence.
“What’s been the highlight of your week so far?”

They protect focus...
↳ They cancel meetings that don’t matter.
They fight for their team’s time like it’s money.
“Do we really need this?”

They develop others...
↳ They don’t just delegate.
They build people’s confidence and stretch their thinking.
“What would challenge you in a good way right now?”

They remove roadblocks...
↳ When something’s slowing progress, they step in to unblock it.
No blame. Just action.
“What’s in the way and how can I help?”

They communicate clearly and often...
↳ They explain the ‘what’ and the ‘why.’
Not just instructions, but meaning.
“Here’s what we’re doing and why it matters.”

None of this is revolutionary.
But it is rare.

Most managers default to task-chasing and inbox survival.
The great ones rise above the noise and lead people, not just projects.

They choose conversations over control.
Clarity over speed.
Growth over grind.

🧠 Remember, your daily actions either build trust or erode it.
What you repeat becomes your team’s reality.

What’s one habit you’ve seen great managers practice daily?
Let me know in the comments ⬇️

----------------------------

The great managers do all of these things
that we cover in our Essential Management 
Skills Course. Click here https://lnkd.in/eE4vaKu

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What Do Great Managers Do All Day?

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

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

Manager? Check. People Person? Check.

Ah...watch out for this trap then ⬇️ 

Let’s break the myth:
You don’t need to be everyone’s friend.
You need to lead well.
And those aren’t the same.

The “people person” manager often means well but ends up doing harm.

They...

Avoid difficult conversations
Overprotects underperformers
Tries to please everyone
Struggles to set boundaries

The result?
Short-term harmony. Long-term resentment.
A nice manager. A stressed-out team.

Here’s what great leaders do instead:

✅ Have honest conversations early
✅ Build trust, not dependency
✅ Hold standards without drama
✅ Support growth—not just comfort

And here’s the mindset shift they make:

Don’t focus on being liked, focus on being respected
↳ Because respect builds consistency, clarity, and performance

Your team doesn’t need a people-pleaser.
They need someone who’s clear, fair, and growth-focused.

Try using phrases that strike the right balance:

“I care about you and I care about your growth.”
“This might feel uncomfortable, but we need to talk about it.”
“I’ll support you and I’ll hold you accountable.”

It’s not about being cold.
It’s about being clear.

You can’t support someone’s growth if you’re afraid to challenge them.
You can’t build a strong culture by avoiding discomfort.

And if you’re always rescuing, overprotecting or smoothing things over,
you’re not protecting your people. You’re preventing their progress.

🧠 Remember; pleasing people might make you popular.
But leading them well is what makes the real difference.

What’s one way you’ve learned to balance care with clarity?
Share it in the comments ⬇️

-------------------

Develop the managers within your 
organisation and improve business
results…

Check out our UK based open courses.
Click here: https://lnkd.in/ecf3CBkS

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Sean McPheat and then hit the 🔔 button
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Every People Person Leader Falls Into...

After training managers for over 20 years…

These 8 things make the difference.

Leadership shows up in micro-moments.
It’s not about what you say in team meetings.
It’s how you act when you’re rushing between them.
It’s the follow-up email. The nod. The eye contact. Or lack of it.

Here are 8 small moments your team notices every single day:

How You Greet People...
↳ It’s not just “hello.”
Your tone signals safety or stress.
Look up. Use their name. Make it count.

Your Mood in Meetings...
↳ You don’t need to be upbeat.
But your state sets the tone.
If you’re off, name it: “I’m running low, but I’m here.”

How You Respond to Mistakes...
↳ People notice if mistakes get met with blame or curiosity.
Try: “Let’s walk through what happened and what we’ve learned.”
That’s how safety is built.

Whether You Follow Through...
↳ Your promises don’t disappear.
Say: “I said I’d do this, here’s where I’m at.”
That rebuilds trust even when things are delayed.

Who You Praise...
↳ It’s not just who you thank, it’s who you don’t.
Notice effort, not just wins.
Public praise of small things builds culture fast.

How You React Under Pressure...
↳ When you’re calm, they stay calm.
When you’re frantic, they mirror it.
Slow your breath. Speak clearly. Hold your ground.

If You Make Time for Them...
↳ “Got a minute?” means more than you think.
Block out 15 mins a day for unplanned catch-ups.
You’ll find more than updates, you’ll earn trust.

🔹 Whether You Lead by Example
↳ Actions > words. Always.
Ask yourself daily: “Would I follow me right now?”

Leadership doesn’t live in your title.
It lives in what you model.

🧠 Remember; your team isn’t judging your intention.
They’re responding to your behaviour, especially the small stuff.

What’s something a leader did, big or small, that stuck with you?
Share it in the comments ⬇️

-------------------

Want to improve your management and leadership skills? 

Check out our open courses here:
https://lnkd.in/ecf3CBkS

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8 Things Leaders Do Each Day Without Realising

Founder & CEO of MTD Training & Skillshub | Learning That Improves Performance | Author & Speaker

Avoid these 5 "boss phrases" at all costs.

(and what to say instead) ⬇️ 

Great leaders don’t speak in jargon.
They speak like people.

And when they do, trust follows.

Here are five common phrases to rethink and what to say instead:

“Let’s circle back and realign on our synergies.”
↳ “Let’s reconnect and figure out what’s working and what’s not.”
One is a cliché. The other starts a real conversation.

“We need to cascade this information down the org.”
↳ “Let’s make sure everyone understands this and why it matters.”
People follow clarity, not complexity.

“Per our last conversation…”
↳ “Just a quick follow-up on what we discussed.”
You’re not writing a contract, so talk like a leader, not a lawyer.

“Let’s touch base offline.”
↳ “Let’s chat quickly after this.”
Jargon hides urgency. Direct words cut through.

“That’s above my pay grade.”
↳ “Let me look into that and get you a proper answer.”
Still honest, but way more useful.

The best leaders don’t show off with big words.
They simplify what matters.
They sound clear, calm and human.
Their voice doesn’t create distance, it builds confidence.

Because people don’t need polished perfection.
They need to understand what’s happening and why.
They need to feel like they’re in the loop, not out of their depth.
And they need you to say what you mean and mean what you say.

This is how leaders earn trust.
Not just by being smart by being clear.

Now let’s get practical.

Here’s why ditching these phrases matters:
People zone out when they hear fluff.
Teams waste time trying to decode vague instructions.
Jargon makes leaders look like they’re hiding something.
It creates distance between “us” and “them.”
It kills honest dialogue before it starts.

And here's why it counts:
Clear language saves time.
It creates a culture of honesty and accountability.
It builds trust that actually lasts.
It shows respect for people’s time and intelligence.
It makes you someone worth following — not just obeying.

Let’s be real. Most jargon is fear in disguise.
Fear of sounding too direct. Fear of not sounding “professional.”
Fear of being challenged.

But clarity isn’t soft. It takes guts to be clear. To say what you mean.
To invite real conversations. To give people answers they can actually use.

The best leaders don’t hide behind language.
They show up with it.
They use words to pull people in, not push them away.
They cut through the noise and make things make sense.

🧠 Remember, leadership is a voice, not a vocabulary.
Use yours to connect, not confuse.

What’s one phrase you think should be retired forever?
Drop it in the comments ⬇️

-----------------

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How To Speak Like A True Boss

Use these 6 psychological hacks.

(And watch your leadership soar) ⬇️ 

Leadership isn’t about pressure. It’s about psychology.

I'd love to think that I could use Jedi mind tricks. (I'm more of a Sith Lord if you know what I mean!)

But use these six small, strategic shifts to change how your team hears you and how they show up:

The “I Need Your Help” Switch...
↳ Instead of “You need to do this,” say “I need your help on this.”
Why? Requests activate collaboration. Demands trigger resistance.

The Ownership Question...
↳ Ask: “If you fully owned this, what would you do?”
It moves them from helpless to helpful.
Ownership unlocks accountability.

The Public Praise Multiplier...
↳ Be specific. Recognise both effort and result.
Tie it to values.
Others learn what matters without a training session.

The Future-Pace Feedback...
↳ Say: “Next time, here’s how to nail it.”
It shifts the brain from defence to direction.
You’re not criticising, you’re equipping.

The Pre-Emptive Clarity Frame...
↳ Before starting, ask: “What might block us?” and “What does success look like?”
It creates shared understanding.
Less confusion. More alignment.

The Silent Pause Power Move...
↳ Ask the question. Then stay quiet.
Let them fill the silence.
That’s where the best thinking lives.

You don’t need Jedi powers. You just need to be more intentional with your language.

Words aren’t just noise, they’re signals. Signals of trust, respect, safety, and belief.

Say the wrong thing, and you shut people down. Say the right thing, and you unlock their best.

Leadership lives in the moments most people rush.

So slow down, speak smarter and watch what happens next.

🧠 Remember, every word you say shapes how 
your team feels, thinks, and performs.

Change your words, and you change your impact.

Which of these will you try this week?
Share in the comments ⬇️

-----------------------

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6 Jedi Mind Tricks For All Leaders

Fire-fighting with people issues all the time?

Here's how to fix 99% of them ⬇️ 

Some days, your role feels like full-time firefighting.
You fix one thing and another breaks.
You leave one 1:1 only to step into conflict in the next.
The tension is constant, and the pressure builds.

But it’s not about hiring “better people.”
It’s about building stronger systems.

Here’s how smart managers break the cycle:

Set Clear Expectations:
↳ If they’re guessing, they’re stressed and so are you.
Every missed deadline and crossed wire comes back to one thing: lack of clarity.
Be specific. Remove assumptions. Confirm mutual understanding.

Have Real One-to-Ones:
↳ Weekly. Structured. Two-way.
Use these to align goals, raise concerns and prevent blow-ups.
No more vague check-ins. Turn them into progress meetings.

Give Feedback Fast:
↳ Don’t delay. Don’t sugar-coat. Don’t stockpile until reviews.
Address issues when they’re small. Celebrate wins as they happen.
Speed builds trust. Clarity builds confidence.

Build Psychological Safety:
↳ Make it okay to be honest. Even uncomfortable.
Punishing mistakes or shutting people down fuels silence.
Silence leads to problems you don’t even see until they explode.

Coach Ownership
↳ Stop solving everything for them.
Ask questions that stretch their thinking.
Let them take the lead on decisions, even if it’s slower.
That’s how capability grows.

It’s easy to blame individuals.
But most team problems are system failures in disguise.

🧠 Remember, good leadership doesn’t eliminate every people issue.
It prevents most of them from happening in the first place.

What’s one thing you’ve changed that helped reduce team friction?
Let me know in the comments ⬇️

-----------------------

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People Issues Wearing You Down?

I wonder if you already have this leadership skill?

(Most managers have no idea) ⬇️ 

The most underrated leadership skill?

It’s not in your job description.
It’s not taught in MBA programmes.
And it won’t win you applause in a meeting.

But it changes everything.

Want to know what it is?

It's serving your team.

Not strategy. Not speaking. Not status.

It’s service.

Here’s what it looks like:

Remove roadblocks before they’re visible...
↳ Ask: “What’s in your way this week?”
Not in reviews, now.
Then take it on if you can.

Say “How can I help you win?” more often...
↳ Real leaders don’t just ask for updates.
They ask how they can support outcomes.
One good question can reset someone’s entire week.

Get your hands dirty (without being asked)...
↳ Join the tough call. Handle a difficult client.
Jump in when others want to run.
That’s where credibility is built.

Lighten their load, just once...
↳ Ask: “What’s one thing I can take off your plate?”
Then follow through.
That one action will be remembered.

Listen to lead, not to reply...
↳ In your next meeting, track how often you speak vs ask.
Are you directing or serving?

Be the one who says “I’ve got you.”...
↳ When they’re stressed, step in, not over.
It’s not about fixing everything.
It’s about standing beside them when it matters most.

Most people think leadership is about being in charge.
The best leaders know it’s about being available.

They remove friction.
They show up when it counts.
They do the small things without being asked.
And that’s what earns trust, not speeches, slides or slogans.

🧠 Remember; they won’t always remember what you said.
But they’ll never forget how you served them when it counted.

What’s one small way you’ve seen a leader show up and serve?
Share it in the comments ⬇️

--------------------------

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The Most Underrated Leadership Skill

Do you mess this up as a manager?

Even the smartest of managers do ⬇️ 

Most managers get the systems right.
They plan. They organise. They execute.

But the one thing they miss?
The people driving it all.

It’s not about effort, it’s about focus.
They spend their time managing tasks, not leading humans.
And over time, that creates quiet disconnection.

Here’s what that looks like day to day:

❌ One-to-ones that feel like status reports
❌ Feedback that only appears when something’s wrong
❌ Recognition saved for year-end reviews
❌ Coaching that only happens in crisis
❌ Teams who don’t feel truly seen

And here’s what great managers do differently:

They make space for people, not just progress
↳ They schedule human conversations, not performance updates

They ask how things feel, not just how they’re going
↳ Because emotion drives effort

They coach before it’s needed
↳ Growth starts before a problem appears

They give feedback fast
↳ Waiting kills momentum

They notice what’s unspoken
↳ Silence is data. Check in before it becomes distance.

Great managers build connection through consistency.
They replace control with curiosity.
They listen before leading.
They remember that their presence creates culture.

The best ones don’t wait for burnout or turnover.
They build safety, trust and motivation daily.
Not because it’s written in a handbook,
But because they genuinely care.

🧠 Remember; you’re not leading projects.
You’re leading people who deliver them.

What’s one small thing a manager did that made you feel valued?
Share it in the comments ⬇️

---------------------

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organisation and improve business
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Most Managers Get This Wrong

The dangerous part of being a manager?

No one tells you this, until it’s too late ⬇️ 

Your team…

They disengage.
They stop trying.
Then they leave.

Here are 5 red flags to look out for in your management.

Ensure you’re not doing any of this…

You only show up when something’s wrong
↳ Fix: Celebrate wins out loud. Show up when things go right.

You micro-manage every detail
↳ Fix: Give space. Say: “You’ve got this. I’ll check in at [time].”

You create panic, not clarity
↳ Fix: Label priorities clearly. Calm beats chaos.

You mistake silence for agreement
↳ Fix: Ask: “What’s your honest take on this?”

You forget they’re human
↳ Fix: In your next 1:1, ask: “What’s something I should know that’s not on the task list?”

Small shifts, big difference.

Because great managers know how to lead with care,
coach with clarity,
and create a team that feels seen, not just used.

They know trust isn’t built through authority, 
it’s built through attention, empathy and follow-through.

They don’t need to be feared to be respected.
And they don’t confuse control with leadership.

When you lead with fairness, humanity and intention,
you don’t just keep your best people.
You bring the best out of them.

🧠 Remember; your title doesn’t earn you trust.
The way you treat people every day does.

What’s one trait of a manager you’d never want to become?
Drop it in the comments ⬇️

----------------

Develop the managers within your 
organisation and improve business
results…

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Don't Become The Manager Everyone Hates

Don't overthink your leadership.

Be better than 99% of managers ⬇️ 

Big leadership shifts don’t require big actions.
Sometimes it’s a five-minute moment, done right.

Here are five quick wins that build trust fast:

Follow through on one small promise...
↳ Trust is built when your actions match your words.
It doesn’t have to be big. Just delivered.
They’ll notice you kept your word, especially when it wasn’t convenient.

Publicly recognise someone’s effort...
↳ It’s easy to praise big wins.
It means more when you acknowledge effort that isn’t headline-worthy.
Recognition says, “I see you,” and that matters more than you think.

Ask for feedback and don’t flinch...
↳ Ask for the uncomfortable stuff.
“How could I show up better for you right now?”
Then do something with what you hear.
Feedback without action is just theatre.

Protect someone’s time...
↳ Cancel a recurring meeting that adds no value.
Block time for focused work.
Say no on their behalf when needed.
They’ll remember who helped them focus.

Say “I don’t know” when you don’t know...
↳ You won’t lose respect. You’ll earn it.
People trust leaders who are honest when uncertain.
Confidence isn’t pretending. It’s owning the unknown.

These aren’t hacks. They’re habits.
Quick to do. Easy to skip.
But each one compounds over time.
And together, they send a message your team can feel:

“You can trust me to show up.”

🧠 Remember, leadership isn’t about being the smartest in the room.
It’s about being the most dependable when it counts.

What’s one quick action from a leader that made you trust them more?
Share it in the comments ⬇️

---------------------

Develop the managers within your 
organisation and improve business
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5 Quick and Easy Leadership Wins

In my opinion, Learning and Development managers don’t fail because they lack passion, skill, or intent.

You're all Rockstars to me.

Instead, they fail because they fall into patterns that feel helpful… but quietly sabotage their impact.

Here are seven of the biggest traps I’ve seen close up!

1. The Course Collector

This is the L&D manager who says yes to everything.
You become a content factory instead of a performance partner.
Great L&D doesn’t start with “What can we build?” but “What behaviour needs to change?”

2. The Slide Master

Beautiful decks. Zero retention.
If learners forget everything by Monday, it’s not learning, it’s entertainment.
Cut the slides. Increase the reps. People learn by doing, not by watching.

3. The Order Taker

A manager asks for training and you deliver it without question.
But sometimes the issue is capability… and sometimes it’s a management problem disguised as a training request.

Push back. Ask what problem they’re really trying to solve.

4. The Over-Explainer

Trying to teach everything leads to learners remembering nothing.
Teaching less but applying more is how you create real performance change.

5. The One-and-Done Trainer

One workshop. No follow-up. No reinforcement.
Behaviour doesn’t change through exposure, it changes through repetition, reflection, and accountability.

L&D should build journeys, not events.

6. The Lone Ranger

This is where many L&D managers burn out.

You try to fix performance without involving managers, so everything collapses the moment people go back to their desks.
If leaders don’t reinforce it, learning dies. Train the manager first.

7. The ROI Avoider

Attendance isn’t impact. Completion rates aren’t results.
Senior leaders care about one thing:
“What has changed because of this?”

If L&D doesn’t measure behaviour and performance, you lose your seat at the table.

Here’s the good news:
These mistakes don’t make you a bad L&D manager.
They make you a normal one.

But the teams who rise above them are the ones who stop acting like training providers and start acting like performance consultants.

That’s where the real impact happens.

---------------

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Sahala Sinurat

“Great job” might feel good to say.

But it rarely helps your people ⬇️ 

Want praise that actually builds performance?
Use this simple framework:

1. Name the behaviour
↳ What exactly did they do well?

2. Link it to impact
↳ What result or benefit came from it?

3. Reinforce the standard
↳ Why does it matter to the team or culture?

Example:

“You handled that client call with calm and control. Because of that, we kept their trust. That’s the kind of presence we need more of.”

That one sentence builds clarity, confidence and culture.
Now they know what to repeat.
They don’t just feel good, they feel capable.

Here’s what not to say on their own:

❌ “Nice work!”
❌ “You smashed it!”
❌ “Great job!”

These are well-meaning. But they’re weak.
They don’t teach anything.
They don’t reinforce standards.
They’re forgotten fast.

High-impact praise is:

✅ Clear
✅ Specific
✅ Honest
✅ Useful
✅ Repeatable

It doesn’t take longer.
It just takes more thought.

And when people hear exactly what worked,
They’re more likely to repeat it.
They know what “good” looks like.
They feel seen and supported.

Most people want to do better.
You just need to show them what “better” is.

🧠 Remember, praise without clarity is just noise.
Praise with clarity builds capability.

What’s a piece of feedback you still remember today?
Share it in the comments ⬇️

---------------------------

Develop the managers within your 
organisation and improve business
results…

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