Sean McPheat

Ever notice how society pushes introverts to “speak up” but never asks extroverts to “tone it down”?

Quiet doesn’t mean disengaged and loud doesn’t mean productive.

Here’s the truth:

✅ Introverts reflect, observe, and bring thoughtful insights.
✅ Extroverts energise, engage, and stimulate ideas.

But here’s the catch:

❌ Introverts are often undervalued for their quiet strength.
❌ Extroverts can overshadow others without realising it.

The solution? Embrace balance:

✅ For extroverts: Listen more. Give space for others to share.
✅ For introverts: Speak when it counts. Your voice matters.
✅ For everyone: Value different communication styles.

🧠 Remember; great teams aren’t built on just noise or silence.

They’re built on mutual respect and collaboration.

What’s your experience as an introvert or extrovert?
Please comment below ⬇️

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I just wish everyone took this onboard.

No matter the title on your business card, or the achievements on your resume, true success is defined by how we treat those around us.

Remember, respect and kindness are universal languages that never go out of style.

Unleash the power of action verbs! Whether you're developing outcomes or objectives for a course, creating a new project, developing a strategy, or analysing data, using action verbs can help you clearly communicate your ideas and goals.

Take a look at this image for some inspiration and ideas.

From analysing and creating to understanding and applying, the possibilities are endless!

Please follow me at Sean McPheat for more content like this.

#taxonomy #training #learning #hr #humanresources #management #learninganddevelopment

Make a conscious decision to do this more often this week. Notice the impact that you have on others in that moment (BTW it will have a bigger impact than just that moment)

#motivation #inspiration #success

When your 10 year MTD Training service award is a pair of Louboutins! Enjoy them Louise Denny. Better than a carriage clock!

Is your workplace toxic?

These 7 warning signs say yes ⬇️

If these behaviours are normal at your job, it’s time to leave.

A bad work environment doesn’t just impact productivity, it affects your confidence, mental health, and career growth.

Here are 7 warning signs that it’s time to get out:

1. High turnover rates

Employees leave faster than they can be replaced.
Constant resignations are a red flag.

2. Lack of recognition

Hard work goes unnoticed, and employees feel undervalued.
A simple “thank you” never happens.

3. Leaders lack accountability

When leadership blames others instead of taking responsibility, trust crumbles.

4. Poor communication

Unclear expectations, lack of transparency, and fear of speaking up create chaos.

5. Micromanagement

Leaders hover, control every move, and refuse to trust their team.
Growth is impossible.

6. Burnout is normalised

Long hours, no work-life balance, and exhaustion are seen as “dedication.”

7. Gossip and cliques

A toxic atmosphere where teams are divided, and backstabbing is common.

If more than one of these sounds familiar, your workplace could be harming you.

So, what can you do?

Set boundaries
↳ Protect your time, energy, and mental well-being.

Document toxic behaviours
↳ Keep records of patterns and incidents.

Look for an exit strategy
↳ Start networking and exploring better opportunities.

Know your worth
↳ No job is worth sacrificing your happiness and self-respect.

🧠 Remember: A job should challenge and support you; not drain and break you.

If your workplace is toxic, you have the power to walk away.

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One toxic employee can wreck your culture.

Here’s how to identify them ⬇️

Toxic employees don’t just cause problems
for themselves - they impact your entire organisation.

One team member who constantly complains,
spreads gossip, or resists feedback can set off
a chain reaction that drags everyone else down.

And the worst part?

These behaviours are often ignored or tolerated for far too long.

Here are 12 warning signs of toxic
behaviour you should never overlook:

❌ Constant negativity:
Employees who complain without contributing solutions.

❌ Gossip spread:
Sharing rumours that destroy team trust.

❌ Blaming others:
Avoiding accountability for mistakes.

❌ Resisting feedback:
Reacting poorly to constructive criticism.

❌ Lack of accountability:
Avoiding ownership of tasks or results.

❌ Undermining colleagues:
Sabotaging or discrediting team members.

❌ Manipulative tactics:
Using deceit for personal gain.

❌ Disruptive behaviour:
Fuelling conflict and disrupting team harmony.

❌ Entitlement mentality:
Expecting rewards without effort.

❌ Avoiding work:
Evading responsibilities and deadlines.

❌ Avoiding teamwork:
Reluctance to collaborate or share credit.

❌ Inconsistent performance:
Being unreliable or unpredictable in delivery.

Here’s why ignoring these behaviours is so dangerous:

➡️ It demotivates high performers.
Talented employees will quickly disengage when forced to work with toxic colleagues. Worse, they may leave entirely.

➡️ It destroys trust.
Gossip, blame, and manipulation create an environment of fear and suspicion, making collaboration nearly impossible.

➡️ It spreads like wildfire.
Negative behaviours have a ripple effect, dragging down even your most positive team members.

➡️ It impacts business outcomes.
Teams with unchecked toxicity underperform, miss deadlines, and fail to innovate.

What can you do about it?

✅ Be proactive.
Spot these red flags early and address them directly.

✅ Create clear standards.
Ensure everyone understands what behaviours are unacceptable.

✅ Support honest conversations.
Create an environment where feedback and accountability are prioritised.

✅ Act swiftly.
Don’t wait to address toxic behaviour - it only gets worse over time.

Toxicity doesn’t just damage the individual - it weakens the whole team.

🧠 Remember; addressing these behaviours
isn’t about being harsh.

It’s about protecting the health of your
workplace and ensuring a culture of trust,
collaboration, and growth.

What’s the biggest red flag you’ve seen in a team?
Let me know in the comments below ⬇️

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♻️ Repost to help others spot and stop toxicity in their teams!

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GROW isn't just a coaching model.

It transforms your people ⬇️

The GROW coaching model is all about
structure and clarity, guiding coaches and
coachees alike to meaningful outcomes.

Here’s why it’s so effective and why
everyone from managers to life coaches
is turning to this model for impactful results:

Here’s how GROW breaks down:

✅ Goal: Define the outcome.
↳ Without a clear goal, coaching sessions lack focus.
↳ Set tangible, measurable goals for every session.

✅ Reality: Understand the current state.
↳ Where are they now versus where they want to be?
↳ This reality check brings clarity and removes blind spots.

✅ Options: Explore possible solutions.
↳ Encourage brainstorming without judgment.
↳ New paths open up when ideas are welcomed freely.

✅ Will: Commit to action.
↳ What steps are they willing to take?
↳ Make a concrete plan to turn intent into progress.

This model not only structures the conversation but
also empowers coachees to unlock their own potential.

🧠 Remember, effective coaching is structured yet
flexible - GROW provides both.

What’s your experience with using the GROW model?
Let me know in the comments below ⬇️

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♻️ Repost to help others coach more effectively

❗ My new book is released on 25th November!

It's got over 1,500 word for word coaching
questions that cover every situation you can
think of!

Sign up below to receive the link on the day
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Building a great company?

Start with trust. Here’s how…

Trust isn't just a buzzword.

It's the secret ingredient to a
high-performing workplace.

Trust is not a nice-to-have.

It's a must-have for any
successful organisation.

Investing time and effort in building
trust can transform your workplace.

Turning it into a more positive,
productive and collaborative
environment.

The ABCD model provides a clear
framework for developing trust in
the workplace.

In order to build trust you need to be:

✅ Able
✅ Believable
✅ Connected
✅ Dependable

Let's take a look at the actions for you
to achieve each one.

✅ Able
-> You need to demonstrate competence

Here's how...

Get quality results
Resolve problems
Develop skills
Be good at what you do
Get experience
Use skills to assist others
Be the best at what you do

✅ Believable
-> You need to act with Integrity

Here's how...

Keep confidences
Admit when you're wrong
Be honest
Don't talk behind backs
Be sincere
Be non-judgemental
Show respect

✅ Connected
-> You need to care about others

Here's how...

Listen well
Praise others
Show interest in others
Work well with others
Show empathy for others
Ask for input
Share about yourself

✅ Dependable
-> You need to be reliable

Here's how...

Do what you say you'll do
Be timely
Be responsive
Be organised
Be accountable
Follow up
Be consistent

🧠

Remember:

Building trust isn't just a box to
tick off on a leadership checklist.

It's the bedrock of any thriving workplace.

Trust creates a culture where
employees feel safe, valued,
and empowered to do their
best work.

Have you ever been part of
company like that?

Let me know below.

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The best leaders don’t push people.

They inspire them, like this ⬇️

Great leaders know how to motivate others
- not by force, but by inspiring action.

Here are 10 signs you’re motivating your
team the right way:

You lead with purpose
→ Your team understands how their work fits into a bigger vision.

You recognise effort, not just results
→ Hard work matters, even when outcomes fall short.

You tailor motivation to individuals
→ Not everyone is driven by the same things - personalise your approach.

You set clear and achievable goals
→ People stay engaged when targets feel possible, not impossible.

You empower others with trust
→ Give your team autonomy, and they’ll own their success.

You offer constructive feedback
→ Feedback should build confidence, not destroy it.

You maintain a positive attitude
→ Your energy is contagious - make sure it’s the right kind.

You inspire through your actions
→ Your team watches what you do more than what you say.

You create a sense of progress
→ Small wins fuel big momentum. Celebrate them!

You show genuine care for your team
→ When people feel valued, they go the extra mile.

🧠 Remember: Motivation isn’t about pushing people;
it’s about showing them why their work matters.

Which of these do you think makes the biggest impact?
Let me know in the comments below ⬇️

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

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♻️ Repost to help more leaders inspire their teams.

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Quiet quitting isn’t a problem, it’s a symptom.

If you see it, you're too late. ⬇️

And here are 12 quiet quitting red flags you
should not have neglected:

🚩 Minimal Effort
🚩 Lack of Initiative
🚩 Resisting Feedback
🚩 Reduced Output
🚩 Avoidance of Extra Tasks
🚩 No Enthusiasm
🚩 Clock-Watching
🚩 No Long-Term Commitment
🚩 Ignoring Growth Opportunities
🚩 Declined Participation
🚩 Frequent Disengagement
🚩 Low Engagement with Colleague

And here’s why that matters:

✅ Work-life balance:

Employees are seeking a healthier balance
between work and personal life.

Quiet quitting signals a need for boundaries.

✅ Burnout:

Overwork leads to burnout.

Quiet quitting is a way to avoid complete exhaustion.

✅ Lack of engagement:

When employees feel unmotivated, it’s a sign of
deeper issues within the company culture.

✅ Poor management:

Ineffective leadership can drive employees to
disengage.

Quiet quitting highlights the need for better
management practices.

✅ Unmet expectations:

Employees may feel their efforts are not
recognised or rewarded.

This leads them to do the bare minimum.

✅ Need for change:

Quiet quitting shows that the traditional
work model may need to evolve to meet
modern needs.

🧠

Remember;
↳ Quiet quitting isn't new - it's just finally visible.
↳ When employees stop caring, quiet quitting takes over.

What do you think the most popular red flag is?
Leave a comment below ⬇️

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♻️ Repost to help others spot the signs of quiet quitting.

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Most of us feel unsafe at work.

Did you know many employees fear speaking up or making mistakes?

This lack of psychological safety can harm creativity and productivity.

Psychological safety refers to your perception of the consequences of taking interpersonal risks. i.e speaking up.

It's the belief that you will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.

In a psychologically safe workplace, you feel empowered to be yourself without any fear of negative repercussions.

How Can We Create a Psychologically Safe Culture?

✅ Lead by Example

Leaders should model the behaviour they want to see. This means showing vulnerability, admitting mistakes, and openly seeking feedback.

✅ Encourage Open Communication

Create an environment where employees feel comfortable speaking up.

Regularly solicit input and create forums for open dialogue.

✅ Respect and Inclusion

Show genuine respect for different perspectives and backgrounds. Ensure that every voice is heard and valued.

✅ Constructive Feedback

Provide feedback in a constructive manner that focuses on growth and learning rather than blame.

✅ Celebrate Mistakes as Learning Opportunities

Shift the narrative around failure. Encourage a growth mindset by viewing mistakes as opportunities to learn and grow.

✅ Build Trust

Develop strong, trusting relationships by being consistent, reliable, and supportive.

Creating a culture of psychological safety is a always a work in progress that requires commitment and effort from everyone in the organisation.

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I remember my first ever manager. He was formal, task driven and milked it because he had “manager” in his title!

The “power” definitely went to his head and he barked orders at us all day long.

It got me thinking about the evolution of the modern day leader - just how different it is today compared to the 80’s when I started out on my commercial career as a youngster.

Of course, what’s in this image is a generalisation but you’ll get the point I’m trying to make.

P.S If you’ve requested to connect with me I’m sorry but I’ve maxed out on 30k connections - LinkedIn’s limit. Please FOLLOW ME to receive my content, thanks!

#management #humanresources #hr #leadership #culture

🤔 “We” is much more powerful than “I” in more ways than one…

What do you think?

Sean McPheat
CEO at MTD Training

#motivation #inspiration #quoteoftheday

Training isn’t a perk, it’s a necessity.

Learning drives progress, not busyness ⬇️

It's tempting to think that keeping busy means
progress, but real growth comes from learning.

Does your organisation have a learning culture?

If you’re not seeing these 12 green flags, it might
be time to rethink your approach:

Continuous Development
↳ Ongoing learning is not just encouraged, it’s celebrated.

Skill Mastery
↳ Your people have the tools to sharpen their skills.

Growth Opportunities
↳ Clear paths for career and personal growth are a must.

Open Feedback
↳ Constructive feedback is welcomed and shared freely.

Knowledge Sharing
↳ Insights and expertise are actively exchanged within teams.

Encourages Experimentation
↳ New ideas and approaches are welcomed without fear.

Training Invested
↳ Regular training sessions are a priority, not an afterthought.

↳ Learning Achievements
Celebrate the wins! Learning milestones matter.

↳ Cross Learning
Teams benefit from learning across different departments.

↳ Time Learning
Learning time is sacred. It’s scheduled, not squeezed in.

↳ Learning Leaders
Leaders demonstrate and promote a learning mindset.

↳ Learning Tracked
The impact of learning is measured and evaluated.

🧠

Remember;
A learning culture isn’t optional, it’s survival.
Stagnation begins the moment learning stops

What’s your top tip for building a learning culture?
Leave a comment below ⬇️

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How you're treated doesn't define your value.

Life might be challenging, but your worth is untarnished.

Imagine holding a crisp, new £20 note in one hand and a torn, crumpled £20 note in the other.

Despite their vastly different appearances, both notes hold the same value.

Similarly, our value as individuals remains constant, regardless of how we are treated or what we go through.

Life might wrinkle and tear at us, but our intrinsic worth doesn't diminish.

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Change doesn’t have to feel chaotic.

Fix it with Lewin's change model ⬇️

Change is inevitable—but managing it
doesn’t have to feel overwhelming.

Lewin’s Change Model simplifies the
process into 3 actionable stages:

1️⃣ Unfreeze:
↳ Prepare for change by challenging the status quo.
↳ Educate and inform your team about the need for change.

2️⃣ Change:
↳ Implement the new processes with training and support.
↳ Offer guidance, encouragement, and continuous feedback.

3️⃣ Refreeze:
↳ Solidify the changes into organisational culture.
↳ Reward behaviours that align with the change.

Here’s how you can apply it effectively:

✅ Communicate Early and Often (Unfreeze):
↳ Clearly explain the reasons for change to gain buy-in.

✅ Provide Training and Resources (Change):
↳ Equip your team with the tools they need to succeed.

✅ Reinforce New Behaviours (Refreeze):
↳ Recognise and reward those who embrace the change.

🧠 Remember; change isn’t just about
processes - it’s about people.

When you guide your team through these 3 stages,
you create change that sticks.

What’s your go-to tip for managing change?
Drop it in the comments below ⬇️

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♻️ Repost to help others master change management.

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