Overview

CLINICAL PSYCHOLOGY PRACTICE

Marco’s clinical practice provides counselling and psychotherapy services to individual adults and couples.

He specialises in the following areas:

  • Anxiety (including the anxiety disorders)
  • Depression (sub-clinical and clinical)
  • Men’s mental health and well-being
  • Work related challenges, including – stress, conflict, work-performance, leadership skills
  • Relationship / marital / family issues
  • career direction, professional burnout

He has specialist training in Interpersonal Therapy (ITP), Cognitive Behaviour Therapy (including Schema based work), and Family Systems work.

His philosophy and approach is client centred, collaborative, systemic, and pragmatic.

ORGANISATIONAL PSYCHOLOGY PRACTICE – 

MKP CONSULTING

MKP CONSULTING provides Executive Coaching and Organisational Consulting Services to workplaces of all sizes including SMEs, large corporates, family businesses, and government. He works with staff, leaders, boards, and HR – individually and as teams.

Marco has expertise in the following areas:

  • Leadership Coaching – Individual and Team based
  • Organisational Culture – diagnosis and development
  • Workplace mental health
  • Conflict management and mediation
  • Team dynamics and development
  • Family Businesses

Feel free to contact me if you have an enquiry, or if I can provide any further information

Or landline: 07 3367 8793

About Marco

EXPERIENCE

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 practice involves counselling and psychotherapy for adults, families and couples.

He has been a long standing provider of professional therapy services (BarCare) for members of the Bar Association of Queensland.

His organisational practice involves workplace consulting on culture, leadership and conflict resolution, and Coaching for high performance leadership skills. He has extensive experience in providing these services to Queensland Government Departments.

Marco has a strong interest and skill set for for working with human service organisations and  Family Businesses.

His earlier career involved working in a range of organisational and clinical psychological settings including the Commonwealth Rehabilitation Service (disabilities), Queensland Corrective Services, and Employee Assistance Programs.

Marco enjoys a long standing reputation for treating individuals at all organisational levels, and individuals of diverse cultural backgrounds –  with dignity and respect.

Marco provides professional supervision to developing colleagues in their work with individuals and organisations. 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.

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

 

PROFESSIONAL MEMBERSHIPS

  • 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

Contact me via LinkedIn or Email

Consulting Principles

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.

Organisational Services

INDIVIDUAL AND TEAM COACHING

FOR HIGH PERFORMANCE & HEALTH AND WELLBEING

LEADERSHIP PERFORMANCE

Working with the leader’s values:

  • Developing congruence between: values, thinking, speech and behaviour
  • Clarifying gaps, and synergies – between personal values and the leadership role
  • Developing alignment and effective teamwork – between leaders

Assessing, and Developing – the following core leadership competencies:

  • agility – requires: calm under pressure + creativity
  • political intelligence
  • power and authority – exercised with awareness, skill, and humanity
  • emotional intelligence and self awareness
  • negotiation and  conflict management
  • leading teams and individuals
  • systems frameworks and practices

LEADER’S HEALTH

Individual health is routinely assessed, and identified mental and physical health issues are addressed with appropriate clinical psychology practice, and as needed medical referral.

Team health is also routinely assessed, via identifying team psychosocial risks. Healthy team culture is developed via individual and team coaching.

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.

Foundation Concepts and Resources

I’ve uploaded PDFs in this section – to share key concepts and frameworks which many clients have found useful – in individual, organisational, and leadership development contexts.

I’ve developed this material over the last 20 – 30 years of reflective practice in organisational and clinical psychology. The frameworks and concepts underpin much of my change and development work with individuals and organisations; and they provide “maps” to clarify values, and guide effective actions.

I’ve drawn on the following work – in developing this material:

  • current research in organisational psychological health, and leadership,
  • systems theory,
  • contemporary object relations theory and practice (e.g. James Masterson), and
  • Robin Grille’s work on parenting and authority (Australian psychologist, book: Parenting for a Peaceful World – which provides an excellent historical analysis of authority and parenting).

If you find these docs useful and wish to share or distribute – I would ask that you communicate with me.

This is because (i) clients may need more context or information than the material itself provides, and therefore (ii) it may be helpful or important to you, or your clients – for me to provide some additional information or clarification.

Contact

Send a Message


Contact for more information:
Marco Korn
BA (Hons) Psych, MAPS

Clinical Psychologist
Organisational Consultant
Leadership Coach

 [email protected]

 0400 088 771   or Landline: 07 3367 8793
 Find me on LinkedIn


  260 Petrie Terrace, Brisbane, QLD 4000