Lyndal Hamwood

How are you showing up every day to uphold Tiriti, equity, and inclusion? Change won’t happen passively. If you aren’t prepared to stand up for what you believe in, then you do not truly hold those values. The principles of Tino Rangatiratanga, Equity, and Inclusion demand imperfect yet decisive actions every day. Upholding the Tiriti o Waitangi, advocating for Māori wards, and advancing indigenisation require our active participation. Misinformation, ignorance, and malice towards these values are unacceptable. I’m encouraging you to take action—right now. Here’s how: 1. File a complaint with the Advertising Standards Authority. 2. Cancel your NZ Herald subscription. 3. READ UP. and educate your friends and family, attend events, sign petitions 4. Be a role model to what great can be for you, your whānau, workplaces and organisations. Be the start of their journey This is just one of many challenges we’ll face. But together, we can make a difference. In whatever role you hold, take action. Use your money, your skills, your social media presence, and even those tough conversations with friends and whānau.The world, and Aotearoa, need your resistance, your humanity, and your courage. Things won’t change unless we stand up for them. This is the path to justice, healing, and the foundations of liberation. If you’re an entrepreneur, business, or organisation ready to engage in equity, Tiriti o Waitangi, and liberation as a Tauiwi in Aotearoa—let’s connect. Designing and codesigning pathways and services of tomorrow for everyone to be part of tomorrow’s liberation is what I do. What steps are you doing regularly we to centre Tiriti o Waitangi, address systemic injustice or build liberatory futures in Aotearoa? No one is free until we all are free. Keep Māori Wards and 7AAA Free Palestine, Congo and all lands under occupation and oppression

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Six common mistakes made by some mainstream NGO’s when seeking to align their funded PURPOSE with local Aboriginal community's needs 1.  Lack of Meaningful Consultation Fail to involve the Aboriginal community in decision-making processes, resulting in projects that do not meet community needs or aspirations. 2.  Ignoring Community Needs Prioritise organisational agendas over understanding and addressing the specific needs and aspirations of the Aboriginal community, leading to projects that are not relevant or beneficial. 3. Neglecting Community-Driven Objectives Overlook  the importance of prioritising community-driven objectives in favor of organisational objectives, which can lead to projects that lack community support and fail to achieve desired outcomes. 4.  Surface Level Understanding of Motivations Fail  to deeply reflect on the underlying motivations driving projects in the Aboriginal space, which can result in initiatives that are driven more by organisational interests than genuine community needs. 5.  Tokenistic Engagement Engage with the Aboriginal community in a tokenistic manner, such as through superficial consultations or minimal involvement, which undermines trust and leads to projects that do not effectively serve the community. 6.  Use R'DAGED instead of GEDDAR   R'DAGED  focuses on quick, standardised solutions with minimal community input, prioritising efficiency and compliance over flexibility and adaptation. Reflection and feedback are limited, restricting responsiveness to community’s mom-identified  needs. GEDDAR approach is inclusive, flexible, and culturally sensitive, focusing on long-term impact through continuous feedback, accountability, and adaptable, community-centred solutions that empower local Aboriginal communities. PURPOSE is one of seven keys to successfully engaging, connecting and building strong and sustainable relationships with your local Aboriginal community. Are you curious about how your NGO navigates the delicate balance R'DAGED and GEDDAR ? Click on the link https://lnkd.in/gtKEzrzn and get some feedback on your current approach.

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Ok amazing Take on Board community! This week I launched the strategy mini series on the podcast - the first of the 'deep dives' into the AICD principles! Next up: roles and responsibilities mini series! So, I'm looking for women or gender diverse people who have stories and wisdom to share that's direct from the boardroom! Note that each episode will be a deep dive into each topic, rather than a 'light touch' on all of them. The topics are: * Board charters that set out roles and responsibilities of Directors - what is it, what's in it, advice for ensuring it's a 'live' document * Delegation policies - again, what is it, what's in it, advice for ensuring they are effective and 'live' (Robyn Weatherley will share some wisdom and stories on this) * The relationship between board and CEO * key governance policies - what should be on the radar of board v. what's an operational policy, how and when to develop and review etc (Amanda Cornwall is stepping up on this one) * Board reporting (I already have the fabulous Julie Garland McLellan lined up to share her wisdom on this one!) If you have some stories and wisdom direct from the boardroom to share on one of these topics - and happen to be available on Tuesday 3rd September to record (online) - get in touch! And feel free to nominate others too! Go do your thing, Take on Board community! Who do you want to hear from?! (pinging a few people who might be up for it, or know others who are - but please note that this doesn't mean that if you're not pinged, that you're not the right person! It's just Linkedin suggesting for me!) ping Julie Guest Rebekah Cheney Robyn Weatherley Sandra Scalise Clare Mazzetti Karyan Ng Melinda Muth Marcell Judkins Lisa May GAICD Dr. Joy Humphreys Helen Symes Michele Robbins Suzie Thoraval Rhiannon Richardson Freya Marsden GAICD M.Com. Hayley Jarick Karen Janiszewski Marcia Pinskier FAICD

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Today on the Take on Board podcast I’m speaking with Philippa Taylor GAICD about capitalising on diverse behavioural styles at the board table. Philippa's key takeaways: know yourself, value others' contributions and give feedback with the intent to help individuals grow. Listen to the episode on your favourite podcast app for more insights on navigating diverse dynamics in the boardroom. 🎧 https://pod.fo/e/23bad4 #TakeOnBoardPodcast #TakeOnBoard #boards #BoardDiversity #LeadershipDevelopment

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In this video, we dive deep into the evolving landscape of support for individuals with psychosocial disabilities, particularly in light of the recent NDIS review. As we explore the new tiered funding model, you'll discover how support systems are being reshaped to provide better assistance under the mental health banner. Join us as we discuss our vision for the future, the steps we are taking to adapt our services, and how we aim to make a real difference in the lives of those we serve. #australia #perth #devsingh #devsinghperth #devsinghaus #psychosocial #support #empowerment #disability #disabilityawareness

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There’s a lot of talk about workplace wellbeing. And I believe in supporting leaders with the responsibility often placed on them. Understanding what is and isn’t a leader’s responsibility when it comes to wellbeing at work critical in my opinion. Check out our new masterclass! Accessible to any organisation and simply practical application of a VERY important topic. Corporate Crayon

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🌟 Expressions of Interest: Community Development Workers/Job Mentors Are you passionate about fostering inclusive employment opportunities and empowering individuals with disabilities? We are seeking Community Development Workers and Job Mentors to guide individuals through the Customised Employment journey, creating unique job roles that highlight their strengths and meet business needs. Your Mission: As a Community Development Worker/Job Mentor, you will support individuals through the three stages of Customised Employment: Stage 1: Discovery Work with individuals to understand their work interests, potential contributions, and ideal working conditions. Outcome: Employers receive valuable insights on how an individual’s unique skills can align with and support business needs. Stage 2: Job Development – Collaborate with Employers Reach out to businesses, focusing on building relationships and understanding their operations and challenges. Identify how an individual’s abilities can address specific business needs. Educate employers on Customised Employment using relevant examples and negotiate roles that provide mutual benefits. Conduct an Employer Needs & Benefits Analysis (with permission) to identify how a job seeker’s strengths can align with business objectives. Stage 3: On-site Job Support Provide job analysis and observe training and supervision practices. Suggest adaptations to learning methods if needed and support the business in training the new employee. Goal: Ensure seamless integration into the workplace, gradually fading external support as confidence and independence grow. What We’re Looking For: Empathetic and honest communication, empathy, and relationship-building skills and values. Ability to research and adapt to different workplace environments. Experience in community initiatives (work or non work related), mentorship, or support for people with disabilities or from other marginalised backgrounds Collaborative mindset, creative problem-solving, openness to learning Join Us! Help shape inclusive employment pathways and foster meaningful connections within communities. (Note: Training in these frameworks and many more is provided as well as mentoring and all resources you need to create great outcomes alongside individuals and communities). Pay rate depends on a few factors, but generally between $35-50 per hour plus superannuation and other benefits. Submit your Expression of Interest showcasing your relevant skills and experiences at https://lnkd.in/gddzhq5Y Let's create a future where people with and without disabilities have meaningful relationships through valued roles in a variety of contexts (school, work, university, neighbourhoods, friend groups, and beyond). . . #TowardsBetterTownsville

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💚🌍🌱How to be well in a climate crisis 💚🌍🌱 In the next episode of my podcast On Becoming the Change, I chat with Emily Buchanan, a coach and the Programmes Director at the Climate Change Coaches (B-Corp), who led the Climate Change Coaching course I took last year. We explore what it means to be well in the face of the climate crisis and unpack the real emotional experiences many people are facing, like eco-anxiety, overwhelm and cognitive dissonance. Together, we discuss: * 🌱 The true nature of feelings like overwhelm, powerlessness, and emotional exhaustion in the context of the climate crisis. * 🧠 What's happening psychologically and physically when we experience eco-anxiety, and the impact of not processing our emotions. * 💭 The cognitive dissonance that comes up when our actions—or those around us—don’t align with our values. * 🌿 How to build emotional literacy and regulate our nervous system to manage difficult feelings. * 🧘‍♀️ How to expand our window of tolerance to increase our capacity for resilience while allowing space for rest and repair. * ✨ Everyday mindfulness practices that can help you stay present, and finding moments of delight and joy amidst the challenges. * 🔍 Practical steps you can take to align your actions with your values and build a sense of well-being in your daily life. I hope this episode may help you make sense of your inner world experience as you navigate what's happening in the world, offering you some insights and ideas that may help you move to a more resourced, joyful and energised way of being. A massive 🙏 THANK YOU 🙏 to Emily for joining and sharing her wisdom and insights on such an important topic, which I have no doubt will help a lot of people. You can find the episode and more about Emily in the link below. I would love to hear what you took from the episode, so please share any thoughts with me and if you think anyone else might find this episode valuable, please do share it ☺️

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Announcement - New Product Launch Community of Practices Navigator CoP Navigator is designed to accelerate and navigate the growth of Communities of Practice (CoPs) within organizations. At AgileWoW, we believe that collaboration and continuous learning are key to driving innovation, enhancing agility, and achieving sustained business success. With CoP Navigator, we are taking a significant step forward in empowering organizations to harness this power effectively. What is CoP Navigator? CoP Navigator is a comprehensive service that establishes, accelerates, and optimizes Communities of Practice using the robust AgileWoW CoP framework. We aim to provide organizations with the tools, guidance, and support they need to create thriving CoPs that foster knowledge sharing, innovation, and continuous improvement. We invite you to explore how CoP Navigator can transform your organization's growth, help you navigate challenges, enhance collaboration, foster continuous learning, and drive business outcomes. For more information, please get in touch with us at [email protected] or call/WhatsApp +91-8368865197. #agile #community #people #business #management AgileWoW

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Talking about the Human Design G Centre that is related to love, direction and identity. Today, I focus on the subject of identity… we live in a world that conditions us to define who we are, but some people are here to have a fluid identify that changes from day to day or moment to moment. For the open and undefined G Centre beings, their environment and the people they surround themselves with greatly impacts their wellbeing. Check out my video and type “YES” if you want to know more about your Human Design blueprint. I will send you a link. #humandesign #wellbeing #mindset #identity

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Do you want to learn how to incorporate community wellbeing into your engagement planning and how to make wellbeing a priority when planning your engagement activities? Do you want to understand the Australian Government's 'Measuring what matters statement' which is the first iteration of the national wellbeing framework? The Wellbeing for engagement foundation course - an International Association for Public Participation (IAP2) Australasia specialised course, in partnership with Comacon Pty Ltd, is launching on 24 October 2024. Enhance your skills as a community engagement practitioner by focusing on wellbeing. This course is now available for registration! #wellbeing #training #communityengagement #communitydevelopment #stakeholderengagement #measuringwhatmatters

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Thanks Alison Croggon for sharing this. We need to hear the ways to find real living wages for artists and in the meantime while we look at big systems. We also have to look at the small structures in existing systems too. The grant making structures that think that a 9% funding rate is a thing that is supporting excellence- it’s a number demonstrating wasted effort, despair and in economic terms lost productivity. Also structures that count artists subsidising their own work as “investment” when we know the market doesn’t financially return on that investment so what we mean is underpayment. And that’s only where the work intersects with grant structures - then there’s all the other disruption and market concentration… but looking forward to hearing this information.

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Inclusive workplaces start with inclusive conversations. #Neuroinclusion is an important topic for any organisation that employes human capital. I'm grateful to Ryan Kelly for inviting me to share my thoughts on neuroinclusive workplaces and allyship with the Creative Natives community. "Working with Natalie on a recent webinar was such a great experience both personally and for the Creative Natives Community. Natalie has a great way of breaking down complex topics and making them super accessible to different audiences. The feedback we had from those who attended was fantastic and I think organisations looking to be more inclusive would do well to engage with Natalie." Image: A screenshot of Natalie and Ryan in conversation during the webinar on de-mystifying neurodiversity. Natalie is (a little blurred ) wearing a green top and light coloured glasses. Ryan is wearing a white jumper with the Creative Natives logo. #InclusiveChange #Neuroinclusion #InclusiveWorkplaces #Neurodiversity #Diversity #Inclusion #Belonging #ChangeManagement #InclusiveConversations

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What do you think the proposed employment rights changes might mean for the job market? I recently saw this interview where Angela Rayner was asked to name the companies supporting Labour’s forthcoming Employment Rights Bill and she didn’t name any business as being supportive. I am curious what you think the real-world impacts will be? If this bill comes into force, will it strengthen employer-employee relationships and drive job growth or could it lead to unintended consequences for businesses already feeling the strain? #EmploymentRights #UKJobs #LabourMarket #WorkplaceCulture #EmployeeRelations #BusinessGrowth #PolicyDebate #LabourParty #BusinessEnvironment #FutureOfWork #HRM #JobSecurity #SmallBusinesses #WorkplaceReform #EmployeeWellbeing

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When organisations invest in elevating the influence, credibility, and presence of their female leaders the entire workplace benefits. Leading conversations with this group about business acumen, influence and presence was a highlight. An exceptional group of female leaders driving greater outcomes across the board. How does your organisation elevate female leaders for the future of work?

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53% of LGBTQIA+ initiatives have insufficient capacity to achieve their strategic goals! This is just one of the stats revealed today by "Pointing to Progress"—a national report into the capacities of the LGBTQIA+ sector. Read the full report at https://lnkd.in/g9e6VScu

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The art of science communications. ❤️🤩💀 My interview with Laundry Lane covered everything from my day in emojis (see above) to how we get internal support at CSIRO to test creative ideas. Spoiler alert: Data, education and trust. Thanks Rhea Kamath for the opportunity to talk about my work and our approach to social media. 🤗 Read the article: https://lnkd.in/e-p9DzSY

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🌟 A Heartfelt Reflection on Our CLM Journey 🌟 As we wrap up ten transformative months in the Conscious Leaders Mastermind (CLM), I’m overwhelmed with gratitude for the incredible leaders who’ve walked this path with me. Working in the early childhood space is not for the faint-hearted—it’s a space filled with highs, challenges, and immense responsibility. Yet, these leaders showed up tirelessly, striving to be more conscious in their leadership. They’ve courageously shared their journeys, opened their hearts, and embraced vulnerability. This year, our focus on emotional flexibility pushed us to grow beyond comfort zones. It’s been inspiring to witness their openness to being challenged, their willingness to reflect, and their determination to lead with greater awareness and care. What stands out most is the support these leaders have shown one another—offering encouragement, celebrating wins, and holding space through the tough moments. Their collective strength and dedication to creating positive change in their teams and communities have been nothing short of extraordinary. It’s been an absolute privilege to travel alongside such compassionate, courageous, and open-hearted leaders. I can't wait to see how they carry emotional flexibility learnings into the future and continuing to make an impact in early childhood education. #LeadershipJourney #ConsciousLeadership #EmotionalFlexibility #EarlyChildhoodLeadership #Gratitude

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Within an organisational system we are all visibly or less visibly connected. When one element moves, all other elements are impacted. That’s how interconnectedness works within living systems. Making the whole system move is a systemic disturbance, but we cannot call it - a systemic change. Sense of interconnectedness is crucial, but not enough for the whole system change. For a systemic change to occur, leaders need to be able to understand also HOW things are conncted and WHY they are connected that way. Allowing the system to see itself is what we call the “system sight”. Having the “system sight” means being able to recognise and understand organisational PATTERNS and finding ways to outgrow them. Changing the organisational patterns is the essence of a systemic change. #systemicchange #systemsight #systemicawareness #systemicleadership

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