Brewing change for female leaders

Meet Gabrielle Moore, Gippsland’s first official Female Agribusiness Leader of the Year.

Gab and partner Chris founded Sailors Grave Brewing, an iconic brand with a glowing reputation for their collaboration and genuine connection to the community.

Leadership Victoria are proud partners of Food and Fibre Gippsland’s Excellence in Agribusiness Awards, sponsoring the Female Agribusiness of the Year Award. As the 2020 winner, Gab will be taking up her spot in our Women’s Leadership Program.

The three-day retreat, held in May at the beautiful Chateau Yering in the Yarra Valley, is an opportunity for mid-to-senior women leaders to explore the systematic barriers to women’s leadership, build confidence and strategies to lead change and gain a supportive network of female peers.

So before Gab makes the four-hour commute from Orbost to the Yarra Valley to further her leadership journey, we caught up with her (virtually, of course) to look at what leadership means to her.

What does leadership mean to you?

“Leadership to me is leading by example, working hard, and taking everyone with you on the journey. Within our business, collaboration is at the heart of everything we do, if you’re not collaborating then you’re probably a dictatorship, and we all know how that ends don’t we? Especially in our region of East Gippsland, where we’re quite remote, we lean on our peers and we’re stronger together. I’m happy to be vulnerable and honest about my shortfalls as a leader. I don’t think having faults is a bad thing but being ignorant of them and not trying to address them, especially if it negatively affects your team or others, is not being a good leader.”

What are you hoping to come away with from the Women’s Leadership Program? 

“Overcoming imposter syndrome, which I see is one of the outcomes of the leadership program. I think all women probably suffer from this one! I have a huge fear of public speaking, which I find holds me back, so it would be great to address this in a nurturing environment. Hacks to manage the work/life balance conundrum.”

What are the main leadership challenges and rewards as a woman in a male-dominated industry? 

“One of the biggest challenges is the assumption of my role in our business, I’m often delegated to the bookkeeper role, or that I don’t even like beer and I’m tagging along with my hubby! Traditionally beer was brewed by women, but over the period of the industrial revolution, it has become largely dominated by men. I do feel that the influence of myself and other women is changing our industry for the better by bringing back more interest and diversity to beer. It might not be obvious from the outside looking in, but I can see the change and I know where it’s coming from.”

What gives you the most joy or pride in your leadership journey so far? 

“I love to foster talent and unlock opportunities, it’s a great joy to me when I see people reach their potential.”

Williamson Leadership Program Participants 2021

We are excited to announce the 66 leaders who have been selected for the 2021 Williamson Leadership Program. Over the next year, the group will dive deep into themselves, the nature of leadership and explore vital issues facing our society. 

Alice Miller | Alicia Colley | Amanda Proposch | Amber O’Connell

Caroline Phillips | Astha Tomar | Brayden Sinnamon | Chris Brace

Claire Rasmussen | Craig Irvine | David Eastwood | Deborah Kay

Dr Joanne Dennison | Felicity Loxton | Felicity Worland | Hannah Vine

Janelle Arena | Jason Coonan | Jo Smart | Jordan Bartlett

Kade Dillon | Katherine Gobbi | Kelly Dienaar | Kristy De Gorge

Kylie Garrett | Lara Carton | Leanne McGaw | Les Stokes

Lucas Eastaugh | Marie Gina Etienne | Mark Costello | Narelle Watson

Nicole Baker | Peter Vivian-Taylor | Prue Elletson | Rachel Altmann

Rebecca Reed | Sally Finlay | Samuel Delmenico | Sarah Sheridan

Seamus Scanlon | Sonia Gardiner | Vanessa Robinson | Yvette Nash

Ruby Anandajayasekeram | Stu Cavill | Rebecca Burgmann | Trish Vigliaturo

Nandi Abdalla | Owen Cavanough | Melissa Hale | Katie Hull-Brown

Pete Zwiers | Robyn Smith | Laura Howell | Katrina Herbert

Jacqueline Watkins | Jennifer Briitt | Scott Fitzpatrick

Matthew Everitt | Giselle Pinto | Ruth Heredia | Mark Fulcher

Natalie Smith | Phil Imfeld | Tim Marchinton

Diverse perspective has always been an integral part of the Williamson experience. As well as their personal experience and knowledge, the 2021 cohort represents a range of different sectors, including:

  • Health
  • Not-for-profit
  • State and local government
  • Education
  • Infrastructure, engineering and construction
  • Banking, finance and superannuation
  • Self-employed
  • Agriculture
  • Utilities
  • Social services
  • Law and justice
  • Sustainability and environment
  • Retail/social enterprise

NAIDOC Week 2020 – Always Was, Always Will Be.

We recognise & celebrate First Nations people who have occupied and cared for this continent over 65,000 years. Particularly this week, as part of the NAIDOC celebrations, the Leadership Victoria team acknowledges the leadership, contribution, and impact of First Nations alumni.

Troy Austin (WCLP‘07), Karen Milward (WCLP‘05), Anthony Cavanagh (WCLP‘15), Deb Walsh (WCLP’09), Laura Thompson (WCLP’18), Stephen Korp (WCLP’19), Helen Kennedy (WCLP‘98) and Kylie Belling (WCLP‘17) in particular for the ongoing guidance and contribution to the Williamson Leadership Program, and more broadly to Leadership Victoria, including through the Alumni Reference Group.  

I’m going to talk about this year, however, to do this means picking up a thread from 2018. During Laura Thompson’s Williamson experience she was wondering ‘How do we make change? How do we influence?’. Past participants of LV programs will know the ritual of thanking speakers with socks. Laura recalled how she was ‘in awe of the way program participants weaved a story into the socks … thanking speakers and acknowledging their contribution to a more inclusive, healthier, happier and harmonious Australia’. Plain socks moved over for a new Aboriginal design from Laura.

However, this is about more than socks. The leadership challenge to Leadership Victoria, alumni, and those who follow in future programs, is one of acknowledgement. Of the deep, rich history in this Country. Of each of us recognising and respecting First Nations peoples and of the contribution to a more inclusive, healthier, happier, and harmonious Australia for all. 

We acknowledge Laura’s leadership and also her contribution to Williamson this year as a speaker. Also, Anthony Cavanagh, opening the Williamson Welcome Retreat with a Welcome to Country to the group in Marysville and more recently speaking about the work of Ganbina, and Stephen Korp guiding the group through a workshop to understand on a deeper level the theme of Privilege. We also thank & acknowledge Stephen’s colleague Simon Penrose, Denis Rose from the Gunditj Mirring Traditional Owner Aboriginal Corporation, Larissa Falla and Rianne Hood from Ganbina, Leanne Miller, Levi Power and Lisa Thorpe from the First People’s Assembly of Victoria for the generosity of their contributions, insights and time with Williamson participants this year.

From socks have come scholarships. Catalysed by alumni from 2018 and supported by others in the LV Community, Aboriginal Victoria and Eastern Health Foundation, Williamson has a number of scholarships for First Nations people next year. They are a pathway to continued leadership, contribution, and impact of First Nations alumni for years to follow.

NAIDOC is a celebratory reminder of First Nations leadership, and that the land on which we stand – the very first footprints on this Country – belong to First Nations peoples. Always Was, Always Will Be.

– Angela Rutter (WCLP’09 and LV Program Designer and Facilitator)

Visual: This image story featured is from Stephen Korp (WCLP‘19). It represents the 40 Aboriginal languages in Victoria, with the white lines representing their path to all come together as one. Always Was, Always Will Be.

Seven months and hundreds of leadership lessons

Leaders will never do more important work than they’re doing right now to manage a crisis while building the future.

In my consulting work, I’ve hosted numerous conversations in communities across country Victoria over the last seven months, with people trying to take the best out of circumstances that radically changed their outlook on life and they’ve taught me some really important lessons about leadership that I can best summarise through these observations.

They often reminded me that we can choose to stay locked down (in every way) through negativity, resentment and anger or we can take opportunities to create better days without trying to somehow get back to a normal that no longer exists.

The numerous leaders I’ve learned from most recently don’t have roles in big organisations or companies. They don’t have executive power or impressive titles. They described themselves as “just regular people…we’re not big or important”. Some are members of local associations and clubs. Some volunteer, others hold down a couple of jobs (all vulnerable) and some are unemployed. They seem indifferent to acknowledgement or reward and are literally offered leadership because they’re people of good will who are selfless and offer a positive, problem-solving orientation.

These people turned up to our sessions thinking that discussions to explore positive ways for the community to move beyond the covid crisis would be worthwhile. They came along optimistic about creating a more positive future if people listen to each other and share ideas to take small steps toward bigger successes.

And they were right.

Our sessions gathered countless stories of community-building efforts such as growing a diminishing volunteer base, of successful advocacy that raised money and political support for new infrastructure, of starting initiatives to grapple with local problems, of support for vulnerable groups like young people at risk of poor mental health, or the elderly or isolated who are suffering, of local collaborations around resilience and recovery, of plans to re-energise

community spirit and support local commerce through sport, music, play, marketing local produce, encouraging tourism and rethinking the use of public spaces.

To me, these people are extraordinary connectors (because they rally others, they network, encourage, urge and persuade) and act as spotters (of opportunity and luck) and boosters (because put simply, they make things happen, “we always have the next project ready to go”).

They show up. They adapt (even if during 2020, this has meant upending their lives) and show others it’s possible to move beyond a longing for a lost past. They accept that many changes we’ve had to make during this year will stick. And not all changes have been bad.

They have a go. “We don’t always have a firm plan…we nut things out and change as we go so we don’t try to measure success too early. That’s why we keep and share a journal with ideas and lessons”

They don’t wait for help to arrive. They get on with it. They admit, “change is hard, we make mistakes, we mess up but then we just think roadblocks are new challenges and we look for others to help”.

Their positivity and enthusiasm is infectious.

These are so many Victorians who have showed up and become purposeful leaders without even knowing it!

At Leadership Victoria we have many opportunities to seek out and support more purposeful leaders, to help strengthen their skills, spread their stories and show all Victorians what we’ll need to know and do to reset the best of community life. I for one, can’t wait for more leadership lessons.

Chris Kotur
Leader In Residence, Leadership Victoria

How might we face society’s biggest challenges in a global pandemic?

In 6 different Clan* groups, current Williamson participants are delving into some of the biggest challenges facing our society in 2020:

Clan Group 1: Equity

How might we be active allies to Aboriginal communities to achieve greater equity?

Clan Group 2: Mental Health

How might we create space for mental health and wellbeing?

Clan Group 3: Climate Change

How might we influence LV and the 2020 WLCP cohort (then past and future cohorts) to take on a Climate Change challenge (big or small)?

Clan Group 4: Family Violence

“To stop duck shooting, you don’t go to the ducks” – How might we include the perspective of the male perpetrator of family violence to instigate change?

Clan Group 5: Opportunity

How might we gather people’s stories of the unusual events of 2020 to capture hope and resilience?

Clan Group 6: Gender Equality

How might we intervene and impact on critical moments, through empowerment, and make them count?

And these Clan groups need your help!

Join our free virtual #togetherweclan session which kicks off 6:30 pm Wednesday, 2 September.

It’s going to be fun, colorful and a great opportunity to connect with others in the Leadership Victoria community. You don’t need expertise in the topic areas. You do need enthusiasm, curiosity & an open mind.

 *CLANs (Collaborative Leadership in Action Network) are an opportunity to engage the different mindsets, skills, talents, and resources of the group on a societal challenge that requires exceptional leadership. The CLAN method puts into practice the adaptive leadership principles and competencies explored throughout the Williamson experience, to a broader lens of leadership challenges in our society.

A crisis is changing community leadership

By Chris Kotur (WCLP’94), LV’s Leader in Residence 

Let’s move from community service to community leadership

We’re living through a period of prolonged crises that is changing how we live and work in ways that we don’t yet fully understand and can’t fully prepare for.

We do however know that we’re all at some risk because the health and economic crisis won’t discriminate between us.

Right now we want our leaders to tell us what will actually happen, when we’ll get back to normal (as if ‘normal’ is out there just waiting for us to come back) and really, what we just want to hear is that at the end of the day (which will come soon, won’t it?), we’ll all be ok.

In other words, we want something from our leaders, experts and people in authority that they simply can’t deliver.

During these months of successive crises we’ve seen, there’s been numerous acts of community service and I’ve got a real sense that now is the time to capture and grow this sentiment into longer-lasting community leadership and act right now, while we’re feeling vulnerable, needy and open to finding ways to be more confident and hopeful about the future.

Where are some examples of community leadership?

Community leaders can be hard to spot because they don’t care about self-promotion, and right now they’re simply getting on with helping people stay resilient and put plans in place that will help their community recover.

You may or may not find them in an organisation, a business or a department because their authority doesn’t rely on a job title or senior position or the backing of a workplace. Some of these people don’t have jobs but are very ready and able to volunteer.

Their leadership can come about because of their own changed circumstances. They’ll be out there in country Victoria today talking with other locals about how the town, district or region can become more self-sufficient, how services can be more integrated, how visitors can be encouraged back and how limited resources can be shared.

You might find them out the back of the building, working on innovative ways to keep their social enterprise going as the recession begins to bite.

You’ll recognise them anywhere where people are not coping because they’ll be asking, “How can I be useful to you?” and later simply say, “… I saw what was needed and just did it!”

What matters to them?

These people are more motivated by their values and care for others than ego, vanity, training, recognition or money.

They can see a good future beyond current stresses and want others to join them in contributing to better times.

What are their services to community?

Put simply, they turn up. And they’re good at getting other good people to turn up (that’s called leadership) thereby improving the chances of making an even bigger and better difference to others.

I bet they’re in your neighbourhood right now running a WhatsApp group, taking turns to check in on lonely people or those not coping, picking up or delivering, volunteering to get community activities back up and running and helping those unfamiliar with technology to get online.

Lockdown restrictions meant closing the community market? Look for the Strathbogie drive-through market to see local innovation that ensures it will survive despite the lockdown.

Check out how a 16 year old high school student has shown how during the lockdown, his news podcast has become the main source of news in a region of 8,000 people after the local newspaper was shut down (ABC News post 22 April 2020).

He could have found a way to reinvent valuable community connections otherwise lost during the extinction of local newspapers.

What does it take to move from service to leadership?

Encourage a mindset that grows resilience and motivation.

The community leaders I admire most think there’s good in everyone, that despite the worst behaviours that emerge during stressful times – the nastiness, divisiveness, resentments and blame – that it’s possible to bring out the best in others, that something better is always possible.

They motivate others without sugar coating hard to hear facts while focussing on what they have left rather than what they feel has been lost. They think we all suffer but we don’t all need to become victims. They think ambition where others think pity.

They simply keep people engaged, especially when they feel lonely or isolated. And incidentally, there’s plenty of research that shows engagement with others and contributing to their wellbeing can help us with our own mental and emotional health.

They network. They’re ‘connectors and joiners’ – people who get involved and who seek out others to join them. They encourage young people to be leaders especially when they see the most vulnerable disengage from meaningful interaction with others.

The challenge now is to gain more scale and value from the myriad of small, dispersed acts of community service that we see and are part of every day.

Perhaps we need better coordination. We certainly need to try to be more impactful. The next challenge then is to maintain that powerful sentiment and effort over a long time, and not just while we’re in a state of crisis.

It remains true that it’s easier to work together across communities during a crisis than afterwards when the current crisis dies down and before the next one begins.

During interviews immediately after the Black Saturday Royal Commission, I often heard people who were trying to stay resilient say “we’re getting all the attention now, we’re on the news every night, but you’ll soon move on leaving us alone to make our own way…”

I believe it’s really possible to grow strong, resilient, long lasting community leadership by assembling and learning from the numerous acts of service we’re seeing and taking part in every day.

We were unprepared for a global health crisis and its attendant recession but that hasn’t stopped a groundswell of unbidden service to others.

If we can’t grow community leadership now we’ll see the quick return of the nastiness, divisiveness, resentments and blame that will weaken us all as members of a community.

For now, while we’re in the thick of changes we don’t want and don’t yet fully understand, I’ll keep backing community leadership – including accruing the lessons from all the small acts of kindness to strangers I see and join every day – to guide us toward a better, more confident and hopeful future.

I hope you will join Leadership Victoria (and me) with ideas and energy to help turn community service into long lasting, enduring community leadership.


Chris Kotur (WCLP’94)

Leader In Residence

Leadership Victoria


An Open Letter to LV Alumni and Participants

By Chris Kotur (WCLP’94), LV’s Leader in Residence

Don’t stop learning about good leadership during crises…we need to draw on all we know to offer confidence and hope right now and afterwards…

Many thousands of Victorians have come through successive waves of trauma and crises, serial natural disasters and years of adapting to consequences of far too many compounding bad surprises. Victorians already know a lot about unwelcome events that permanently change lives and force people to attempt recovery afterwards…

The pandemic is another one of those events and it’s a major opportunity to share some of what Victorians can teach us about resilience.

Many in the Leadership Victoria community are at the forefront of leading the major adaptive changes we’re going through and I want to acknowledge and thank each one of you for working so hard to help us through really difficult change.

I also want to acknowledge and share the sadness of those who have lost jobs and I hope that doesn’t mean we’ve lost confidence in the future.

In crises it’s easy to forget what we as leaders already know and are able to do.

If you think its valuable I can share some of the insights I’ve gained from facilitating thousands of conversations and reviewing advice, ideas and suggestions from the many government inquiries, three Royal Commissions and countless consultations that I’ve been part of – learning so much from those who experienced crises, lost so much and yet came through the other side – so we can keep learning together.

Firstly, I predict we’ll be better at getting through this awful time than it seems right now as we try in real time, to understand and readjust to the consequences of a pandemic.

“After a while I learned that I had to give myself permission to pause, take in what had happened and readjust” (Black Saturday)

For Leadership Victoria participants and alumni its time to pause, get on the balcony and draw down every lesson, experience, story, idea and good advice you heard probably thinking you’d ‘come back to that later’. Come back to that knowledge now.

We’re all adapting, unwillingly, awkwardly, too quickly and with little control so remember all you know about adaptive leadership – the theory and practice is solid and it works. (If new to or need to refresh Adaptive Leadership check out the many resources by Marty Linsky, Ron Heifetz whose research and practice advice were developed for just these extraordinarily difficult times).

Reflect on every bit of inspiration and wisdom you’ve heard from presenters and from across your LV network. Every LV encounter is a miniature case study of what to do now and afterwards, when this awful time seems less awful.

We’ve got this. Afterwards people will need us more than ever and that means we can’t stop learning.

Secondly, consider what many Victorians said about maintaining resilience after Black Saturday and the Hazelwood Mine disaster.

“I learned to watch for signs of when I’d had enough and just couldn’t go on. It learned when to say no and just leave for a while, rest, eat, get a hug”

 “It was a really emotional time, we were overwhelmed by what we’d lost and grief stopped us from planning for later…It was so tough but I wish we’d been less sentimental and started to get ready for the future more quickly”

It’s not selfish to put yourself first under current circumstances. It’s essential. You won’t be able to hold others in distress if you’re not ok. You’ll need the energy, physical and mental strength that requires down time.

Thirdly, while events are changing quickly we listen (and then only selectively) to leaders whom we trust and who deliver information clearly, consistently, empathetically and with authority.

The amount of information we can take in reduces. We hear what we want to, misinterpret even simple messages and easily fall prey to speculation, scams and conspiracies. A message clear to you can sound like gibberish to someone else.

“I could only hear what people like me and who knew me were saying…(Heazlewood Mine disaster)

Its time to review style and content of communication especially while there’s an information glut and social media, while keeping us connected, adds confusion and noise.

Updates must be frequent, quick, clear and decisive.

Fourthly, nostalgia isn’t your friend.

“After Black Saturday I just wanted Friday back”

 “I simply decided to care for people I didn’t know and that meant being gentle with people who did stupid things”

 “I wanted my old life back but I had to change the way I think.” (Family Violence)

Your work, workplace culture and relationships with colleagues have already changed even if you don’t know it yet. Current strategic, corporate, business or council plans are now probably irrelevant. Plans for managing risk or emergencies may prove woefully inadequate.

Services, business models and policies are reshaping right now, by forces beyond our control.

The next term of political leadership has already begun because the aftermath of this crisis will continue for a long time. Small NFP’s without deep reserves have already become insolvent.

“After 15 years of daily violence at home I realised I had to stop hoping things would return to the way we were at the beginning and it was time to run…” (Family Violence)

There’s a danger that in dealing with the short, sharp daily emergencies we won’t make time to reflect and learn and plan properly for what comes later.

Try to reserve enough energy and clear thinking to apply foresight right now or ‘afterwards’.

There are so many more lessons, smart, practical ways to lead through to the other side of this crisis and I’ll help you do that if I can.


Chris Kotur (WCLP’94)

LV Leader In Residence

To My Pre-Williamson Self

Looking for some inspiration, and wondering about what to expect from the program experience? Here’s the advice a Williamson alumna would give her pre-Williamson self. 


Well hello over there

It’s me, the future you

Don’t worry, I won’t stay too long

I’ve got a job to do


I see you’re busy packing

Sprawling clothes all over your bed

Heading to Marysville in the morning

Would you pause a moment instead?


You see, I feel compelled

To let you know some things

To prepare you for the year ahead

And what the future brings


Don’t roll your eyes, I know I know

It’s more fun to just jump in

But here’s a handy tip or two

That might help before you begin


Get a decent backpack

A comfy pair of shoes

You’ll be walking A LOT

And sore feet bring the blues


Oh, and really get up to speed

On Zoom meetings too

Best not to faff about

Just before every session’s due


And really make the effort

To mingle and carpool and connect

The people are the bomb

Some of the best you’ve ever met


Now please listen to this bit

It’s something I’d love to change

Take a few days off work at the very end

You’ll be so utterly drained


In fact, try give yourself some time

All throughout the year

To reflect and think and wonder

At the experience you’ll soon hold dear


Oh, and how you’ll grapple

With the simplest thing ever

Simply putting up your hand

Amongst a group so confident and clever


But there’s going to be this moment

That you do, and oh my lord

It’s really something special

People will applaud


There’s really nothing like it

Facing nerves and fear front on

The adrenaline, the deep breathing

Believing you are strong


So you see, the thing is this

You gotta get brave

Keep saying it over and over

It’ll change the path you pave


Just like the people before you

And those that will soon follow

You’re now on the hook officially

To make a better tomorrow


So here I am, before you

The one year older you

A bit more confident, a bit more purposeful

Perhaps a bit more true



I’ll let you get back to packing

Here’s my farewell wave

Remember this, if nothing else

Now’s the time to get brave!


Start an application today and take your first steps towards purposeful leadership.


In March, the 2020 Williamson cohort are exploring the theme of belonging and its different forms in the context of place, identity, community and work. They’ll be examining attitudes towards cultural diversity, inclusion and heritage and considering the challenges for community groups as well as organisations seeking to meet social need. What does it mean to belong? What does a socially cohesive society look and feel like? What voices are not being heard? And what is the experience of exclusion? As part of the Williamson program experience, participants will be visiting The Islamic Museum of Australia. Maryum Chaudhry, General Manager of the Islamic Museum of Australia shares her thoughts on belonging:

Belonging by Maryum Chaudhry (WCLP’14), General Manager, Islamic Museum of Australia


The Islamic Museum of Australia team

As I write this, the team here at the Islamic Museum of Australia is in the midst of developing an exciting new exhibition, highlighting the voices of ‘every day’ Muslims in the community.

It has been interesting to hear the voices of people, all of whom come from a minority group or groups: They’re all Muslim – some wear pieces of clothing that make them identifiably so – they are mostly non-Anglo, hailing from countries across Asia, the sub-continent, Africa and the Arabian Peninsula.

Some have recently, or not so recently come from elsewhere: carving a place in a foreign country, learning a new language, culture and way of life, finding employment and embedding themselves and their families into their new country.

Others are the voices of first and second generation Australian-born Muslims: They’ve known no other country to be home, yet they’re pigeonholed by their religion, clothing or colour of their skin by others and considered to be from elsewhere.

It should come as no surprise then, that one of the underlying themes arising from the stories captured for the exhibition, is that of belonging.

The common thread that binds them is that a sense of belonging is often driven by self-acceptance and indeed, finding this is very much a journey for the individual.

This said, harnessing a healthy sense of belonging is not a one-way street. It begs the question: in the workplace, as in the wider community, what can others – specifically those in leadership roles -do to enhance the sense of belonging of others?

Empathy is critical, yes. But so too, is leaning in to the unknown, embracing the opportunity to learn something new, no matter how big or small.  Certainly in the case of Islam and Muslims, much of what is understood by others is limited to what they read and see in the media – this in itself is often the driver of negative narrative.

Personally, I find it’s far more productive to respond to sincere questions, than to laugh off the feigned pity and jokes about our inability to join the rest of the team in finishing the working week with a glass of wine. The latter only serves, perhaps unconsciously to draw a line between ‘us’ and ‘them’, and feeds into any self-doubt around belonging.

A handful of our ‘every day voices’ were quick to acknowledge they were perhaps more fortunate than most, applauding their employers for seemingly small but significant measures: the occasional pilates class instead of drinks at the pub; support during Ramadan including adjusted hours; the provision of a place to pray, twice a day for ten minutes at a time; or simply asking questions to better understand the religion.

What can be said with little or no argument, is that to not feel a sense of belonging, to feel excluded, is a lonely place. At work, this can translate to poor workplace culture, poor productivity and a lack of pride in one’s work.

Ignorance, indifference, fear and apathy are the best of friends to social incohesion, yet the solution in part is simple.

Lean in to what you don’t know and take affirmative action. More and more, minorities are occupying a greater space in the workplace and at the Boardroom table, where they belong. Commit yourself and your team to cultural awareness training (there are tremendous programs on offer, including one offered by the Islamic Museum), ask questions, engage and embrace.


Maryum Chaudhry (WCLP’14)

Maryum is the General Manager of the Islamic Museum of Australia. She is the President of Sanad Foundation and Vice Chair of Centre for Muslim Wellbeing. She was previously a Commissioner for the Victorian Multicultural Commission, Vice President of Islamic Council of Victoria (CV) and CARE With ME (foster care), Member of the Women’s Legal Service of Victoria, Alumni of the Williamson Leadership Program and an AFL Multicultural Community Ambassador. Read more about the Maryum and the Islamic Museum of Australia here. 

The Everyday Opportunity

The Everyday Opportunity

By Kipp Kaufmann (FCLP’17)

When was the last time you had a great opportunity just drop in your lap?

You may have been working towards a new challenge or opportunity that has come along or maybe you didn’t see it coming and suddenly there it was. Many of us are constantly focused on the ultimate goal and asking questions such as:

When will my next leadership opportunity come up?  What is the next ‘BIG’ thing I can do? What change can I lead?  Why hasn’t it come yet?”

Instead, we rarely focus and enjoy the process we take to get to our goal.

Every day presents an opportunity to rise to the leadership challenge. Instead of being so focused on the next big thing, we can gain so much by focusing on the individual moments of the leadership journey that make a difference. This doesn’t need to be groundbreaking, it could be as simple as finding time for someone when you don’t have any, chatting with someone you don’t know or do something that makes you uncomfortable.

For me this can be well summed up by looking at the sporting world.  It’s often assumed that a sports person only focuses on the major goal for the year – “we must win the Grand Final”, “I must get a gold at…” but every great team leader (coach, captain or athlete) is also focused on the moment and the current day practice. Reaching a goal and great performances are about delivering consistently.  It’s this consistency which develops trust, interest and success.  Great performances have been proven to be a summation of a series of moments that led to a great outcome.

It’s incredible to consider the ongoing moments we are offered and how they can develop our leadership capability.  Some days you might have particularly intense leadership challenges while others come easy. Whatever the opportunity that presents itself, it’s a chance to learn and improve. Leadership shouldn’t be defined by one major opportunity or achievement, instead it is a series of moments over a lifetime where you choose to lean in and take the leadership challenge.

The next time you think that you are doing something mundane think of how a change in this moment can link to a series of moments to demonstrate exceptional leadership.


Kipp Kaufmann (FCLP’17)

Kipp is currently the General Manager – Sport at Cycling Australia where he is responsible for international and national events, coaching and officiating.

He has previously held roles as CEO of Cycling Victoria and the Alberta Bicycle Association.

His journey in sport management began at McMaster University in fundraising, alumni development and the 2010 Commonwealth Games Bid for Hamilton.

Moving to Australia to pursue his Masters degree he had roles at Yachting Victoria, 2006 Commonwealth Games and Blind Sports Australia.

Kipp also has a Masters of Business (Sport Management) from Deakin University and a Hons. Bachelor of Kinesiology from McMaster University.

Kipp is a graduate of the Leadership Victoria Folio Program.