Clinical Psychology Practice
Marco’s clinical practice provides counselling and psychotherapy services to individual adults and couples.
He assists with the following issues: anxiety, depression, work stress, relationship issues, career direction, professional burnout (all professions), finding and maintaining – meaning, satisfaction, and good mental health in life (existential issues).
Organisational Psychology Practice
Marco’s organisational psychology practice provides Executive Coaching, Organisational Development, and Workplace Psychological Health and Well-being consulting services to organisations, leaders, and HR.
Marco’s consulting and coaching work is grounded in rigorous frameworks developed over 30 years of reflective practice and research – in organisational and clinical psychology – involving over 300 consulting projects and coaching programs.
He provides leadership development and psychology consulting services to Government, Private, and Community sectors. He works with organisations of small to large scales, across a range of industries. He has an interest in, and expertise with Human Services organisations and professional services firms.
He provides the following specific services:
- LEADERSHIP COACHING AND DEVELOPMENT
- ORGANISATIONAL WELLNESS AND CULTURE ASSESSMENTS
- WORKPLACE MENTAL HEALTH AND WELL BEING
- WORKPLACE CONFLICT RESOLUTION
- TEAM DEVELOPMENT AND PERFORMANCE
- EFFECTIVE CHANGE MANAGEMENT
Marco involves collaboration with selected senior colleagues for larger projects as required.
Feel free to contact me if you have an enquirey, or if I can provide any further information
Marco has over 30 years of experience in clinical and organisational psychology. He has maintained a part time private clinical psychology practice over this time, while also providing workplace psychology and leadership consulting services to more than forty Australian private and public sector organisations, across a broad range of industries.
His clinical psychology work has involved counselling and psychotherapy for adults, families and couples.
In his organisational psychology practice he has developed an interest and focus on human service organisations and professional service firms. He has been a long standing provider of psychological support services for members of the Queensland Bar (BarCare).
He provides leadership and consulting psychology services to the Family Business Sector.
He has been a preferred provider for organizational consulting and leadership development services for Queensland State Government since 2003. He also provides consulting psychology services to Commonwealth and local Government agencies.
His clinical psychology practice also provides important support and development services to community and business leaders.
His earlier career involved working in a range of organisational and clinical psychological settings including the Commonwealth Rehabilitation Service, Queensland Corrective Services, and National and State Employee Assistance Service organisations, in which he held senior leadership roles.
Marco enjoys a long standing reputation for treating individuals at all organisational and socio-economic levels with dignity and respect. He is also recognised for his ability to effectively and respectfully engage people from diverse cultural backgrounds.
Marco provides professional supervision to developing colleagues in their work with individuals and organisations, as well as consultation support to colleagues.
He has been invited to speak at local chapters of the Australian Psychological Society (Organisational and Counselling Colleges), the Queensland Law Society, and other professional associations in relation to workplace and clinical psychology matters. He has also contributed to Australian publications: HR Monthly and BRW.
He is identified as a leader in his field by both industry and colleagues.
QUALIFICATIONS AND PROFESSIONAL REGISTRATION
- BA (Hons) Psych, University of Queensland, 1987
- Australian Health Practitioners Registration Authority (Psychology)
- Registration No. – PSY0001371254
- Board Endorsement in Clinical Psychology
- Full member of the Australian Psychological Society (APS)
- Full member of the APS College of Clinical Psychologists
- Member of the APS Interest Group in Psychoanalytic Psychology
- Member of the APS Interest Group in Coaching Psychology
Professional expertise in Workplace and Clinical Psychology, Executive Coaching and Management Consulting.
Specific Areas of Expertise:
- Organisational Wellness Assessments
- Workplace Psychological Health and Wellbeing
- Individual Mental Health and Wellbeing
- Executive Coaching and Leadership Development
- Team Development (Including Management teams)
- Workplace Culture change and development
- Conflict Management and Mediation
- Organisational Change Management
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1. Meet with stakeholders and leaders, and listen deeply – to fully understand the needs of the business and the people.
2. From this foundation of genuine partnership – develop clear project objectives, with defined measures.
3. Progress is reviewed throughout the project, with key stakeholders, to ensure momentum, results and timeliness.
4. People at all levels, from “all walks of life” are treated with dignity and respect.
5. Work is solutions focused and is responsive to any emerging organizational and individual needs.
6. Systems theory and frameworks inform organisational diagnostics and interventions.
7. Sophisticated and rigorous psychological principals are embedded in the design and delivery of all work.
8. The consultant and coach is vigilant of any opportunities to develop and educate all parties, and in particular leaders.
9. The consultant and coach remains conscious of working economically, while doing what is necessary to achieve outcomes.
INDIVIDUAL AND TEAM COACHING,
FOR LEADERS FROM MANAGER TO EXECUTIVE AND BOARD LEVELS,
TO ACHIEVE AND SUSTAIN: HIGH PERFORMANCE LEADERSHIP AND OPTIMAL HEALTH AND WELLBEING.
Leadership Effectiveness is developed via:
(1) Working with the leader’s values – Developing internal alignment between: values, thinking, speech and behaviour. Clarifying synergies between personal values and the leadership role. Considering and addressing any tensions between personal values and role responsibilities, in other words cultivating and sustaining true authenticity, integrity, health, and effectiveness. Developing alignment, cohesion and collaboration between leaders – on the foundations of shared values, business priorities and goals, and shared leadership behaviours.
(2) Mastering the following essential competencies:
agility (flexibility, clarity, and smarts under pressure); political intelligence; exercising power and authority with awareness, savy, humanity, and wisdom; emotional intelligence and literacy; self awareness / self care / self respect; influencing and leading others with skill and respect; negotiation; team and people management and leadership; conflict management / conflict competence; building a healthy and high performing culture; effective performance management (skills and systems), effective change management.
Individual Leadership Wellness is achieved by the application of psychological frameworks and professional coaching.
Team Leadership Wellness is achieved by assessing for, and identifying team wellness risks. Developing and implementing appropriate strategies to address psychosocial team risks, and supporting implementation with team coaching.
Coaching work raises the leader’s awareness (of self and others), and creates the individual and team capacity – for the mature, respectful, and skilful use of the leader’s power and authority.
Coaching work also develops the leader’s confidence and ability in undertaking “difficult conversations”, and providing highly effective feedback on performance and behaviour.
Leadership work also involves the facilitation of important but challenging conversations between key leaders as required. This is in the context of leadership team building, or leaders / partners in conflict.
Wellness Assessments deliver real and lasting positive workplace culture change.
Organisational Wellness assessments are for work areas ranging in size from small work teams to large divisions.
Wellness Assessments are useful for the following scenarios:
- Teams / work areas with one or multiple – individual mental health / stress / work cover issues
- Concerns regarding workplace culture, stress, and negative impacts
- Workplace conflict/s or relationship strains
- Teams / areas in which there one or multiple – formal or informal complaints/grievances
Organisational Wellness Assessments provide the following:
- Clear and comprehensive reports which:
- identify workplace psychological health risks,
- and make clear and actionable recommendations for resolving and preventing risks.
- Wellness Assessments also provide a clear and accurate “snapshot” of employee wellness issues, which is fed back to staff.
- A clear and comprehensive picture of local and organizational management approaches and processes – both effective and problematic.
- When needed, leaders are provided with practical support and development to ensure effective implementation of the recommended risk management strategies.
- Assessment can also move seamlessly into effective interventions such as coaching and team facilitation.
- Provision of Early Intervention Programs.
- Wellbeing risk assessment and prevention – at individual and team and levels.
- Specialised support to the injured or at risk employee/s.
- Advice and coaching for line supervisors, managers and HR.
- Intervening effectively with matters that involve both mental health and wellbeing issues, and employee performance / behaviour issues.
- Supporting and enabling “difficult conversations”.
- Professional services also include review and development of relevant workplace policies and procedures where required.
- Workplace Conflict scenarios can vary greatly. They may involve two or more parties, within the one team, or in different teams, and may involve larger work areas and leaders. Workplace conflict can also occur between teams or work areas.
- Conflict scenarious may, or may not involve formal complaints or grievances.
- Conflict resolution services are useful in either scenario.
- Conflict resolution services always commence with an assessment of the conflict situation – to identify the most effective pathway forward.
- Conflict Situation Assessment takes into account:
- individual health risks,
- the current operating needs of the business, and
- contextual factors such as any organizational changes.
- Interventions may include facilitation, mediation, individual coaching/conflict coaching. These are provided separately or in combination, as indicated by the specific needs of a particular situation, which is clarified by the situation assessment.
- Interventions always include learning and development for conflicted parties, as well as relevant leaders. This is to help maintain outcomes, and prevent reoccurrence of conflict.
- Services can also include review and development of conflict and grievance management policies and procedures where required.
- Offered services also include specialist conflict related skills training for supervisors, managers and HR.
- For psychological injury that is either primary, or secondary to physical injury.
- Rehabilitation programs may take the form of maintain at work programs (MAWP), or return to work programs (RTWP).
- Rehabilitation services address wellness and injury issues, as well as any behaviour and performance issues.
- Workplace rehabilitation cases can become “stuck” or sidetracked with entrenched views or conflict. These barriers can be effectively addressed with our assessment and intervention.
- Our rehabilitation services provide:
- Support for the injured worker (including medical / specialist referral and liaison as required),
- Support for the supervisor / manager – in managing the employee, and
- Advice / coaching to support the manager in relation to the health and effectiveness of the broader team, and in maintaining the effective operations of the business.
Team Development services include the following:
- Working with new or established teams (staff and leadership teams) – to develop:
- responsible and effective behaviors and practices,
- effective and safe team cultures.
- Working with team managers to:
- manage team issues, and
- build and maintain cohesive, effective and safe teams.
- Team Interventions may include:
- team member and leader consultation
- team workshops
- team facilitation
- facilitating team planning, strategic planning, team ground rules.
Change management services assist organisations in change processes in the following ways:
- Providing specific and expert advice to “change leaders” in relation to effectively managing the human aspect of organizational change.
- Providing individual and team support to staff to help address concerns and “resistance”, and facilitate constructive engagement with workplace changes.
- Helping managers and executives identify potential human risks and barriers, and develop appropriate and effective strategies.
- It is not uncommon that change processes reach a stage of “technical completion” but that the change process is not fully integrated “on the ground” where it’s needed – in the communication and collaboration between staff or between leaders.
- We help clearly identify the real human / psychological factors at play, and help devise strategies that achieve “real” engagement and alignment between staff and between leaders.
This section is currently under development, and therefore the following information is an introduction only.
At the start of 2020 I commenced an independent research project looking into the factors (individual and organisational) that enable or hinder ethical decision making and effective leadership – in organisations in a range of industries, and across Public, Private, and Community sectors.
Methodology involves detailed semi-structured face to face interviews with approximately 20 senior leaders working in Brisbane, Sydney and Melbourne. I have so far interviewed 10 leaders, and have undertaken preliminary data analysis.
I will upload further information in coming months.
This section is also currently under development.
I will be uploading graphics and written explanatory information: key concepts and frameworks which underpin my consulting and coaching theory and practice. I’ve developed these concepts and frameworks over the the last 12 years of reflective practice in organisational and clinical psychology.
Current organisational psychology research, systems theory, and clinical psychology theory and research have also informed the development of the material.
Consulting and coaching clients have found the information useful for organisational and individual development, and leadership growth, and so will be op loaded for general availability.