Layne Beachley Layne Beachley is regarded as the most successful female surfer in history. Layne’s dedication to success saw her as the only surfer, male or female, to claim six consecutive world titles between 1998 and 2003. Layne went on to win a 7th world title in 2006 before retiring from the ASP World Tour in 2008. In retirement, Layne spends her time travelling nationally and internationally as a motivational Keynote speaker for some of the world’s top commercial firms, sharing her stories about sustaining success, overcoming challenge and maintaining a winning mindset. She is also a trainer and facilitator of a series of workshops, igniting potential in everyone she works with. Layne is also the Founder and Director of her own foundation, Aim For The Stars, Chairperson of Surfing Australia and an Officer of the Order of Australia. Layne’s Highlights1:51 Lack of self-confidence and self-doubt6:18 Bitter or better 6:45 3 barriers: Fear of letting ppl down, scarcity mentality, and expectations7:35 Congruent with who you are 9:10 Tips to moving on from self-doubt13:05 Meditation15:30 Tips for building a formula of success18:30 Success doesn’t define you19:45 Positive outlook 22:30 Goal setting 29:30 Dealing with Disappointment32:20 How to move past fear38:45 Neuro-linguistic programming42:30 What surfing gives Layne 47:11 How she overcame victim mentality51:40 Advice that she would give a young Layne Beachly54:40 Triple E resetLack of self-confidence and self-doubtLayne refers to it as ‘comparison-itis’, when you are comparing yourself to everyone. To overcome it with ‘enoughness’, when you need to believe that you are enough.She says that she was fortunate that her dad let her have the freedom to fail and the safety to fail.By detaching from the fear of letting people down or letting go of the expectation you can be in the moment; to do this you need to shine a light on it, accept it and move through the challenge. Bitter or better  The challenge is to have stepping-stones to promote you forward and to have the patience and the trust to do so.  3 barriers: Fear of letting people down, the scarcity mentality, and the expectationsTo overcome these three challenges, Layne says that you need to accept, be congruent with who you are and surround yourself with people that elevate you.Congruent with who you are Being congruent with who you are is about being true to yourself and being proud of yourself.  This makes life more effortless. Layne refers to a quote “Why fit in when you were born to stand out”.Tips to moving on from self-doubtLayne says that it is a normal part of life and it is 100% okay. The biggest mistake she says that you can make is that you stay there for a little bit too long and it starts to define you. To overcome this, she says that the key is to own it, and ask yourself why are you doubting yourself and how is it affecting you; then ask yourself what action can you take to overcome it.  Online academy coming soon: https://www.laynebeachley.com/ MeditationWith 50-70k thoughts per day mediation has helped Layne slow the ‘monkey mind’ down and shift her thoughts into the present and to have ‘space’ between thoughts; she recommends finding what activity enables you to do this; this could be meditating, deep breathing or even surfing. Tips for building a formula of successFirst 6 world titles were part of her identity that she defined herself by and she struggled to find balance. Hobbies were the key to finding her own balance; it gave her time to reconnect and for her this was initially surfing and then beyond this it is now also painting, drawing, and bush walking. It refreshes her and gives her time to recharge and also builds resilience so that roller coasters change into speed bumps.Success doesn’t define youLayne now doesn’t let her success define her but instead her self-worth. It is about finding your inspiration and passion. Positive outlook – does it come naturally? Layne believes that we are all born with a positive/ optimistic outlook but it is then our tribe that effects our vibe. Goal setting Layne shares that she was a big goal setter from a young age and now she has transitioned to standards.When she was a teenager she wasn’t doing the work to achieve those goals. She is a big fan of goals as they keep on you on track but as an adult she finds that goals can sometimes limit your flexibility. Dealing with DisappointmentDetaching from the outcome and loving the process. You control your personal choice and accountability; it empowers you and elevates you to the outcome.Reference: Brene Brown, https://brenebrown.com/How to move past fear Layne says that she loves and dislikes fear; when you are in a state of fear you are incredibility focused. To overcome fear, you first have to recognise it and find out what do you need to do to get yourself in a safe space.  She believes that fear is a good thing as it stops you from getting too far in front of yourself and keeps you in the moment .e.g. developing an exit strategy or distracting yourself Reference: The Fear Bubble: Harness Fear and Live without Limits by Ant Middleton Neuro-linguistic programming NLP re-wires the way you that you think and enables you to gain clarity and perspective as well as create clear actions.You can use it to ‘flip it’ – recognise when you are feeling negative and flip it to a more present moment where you can visualise the outcome, then detach yourself from it and instead commit to the process that is going to get you there.What surfing gives Layne Surfing is calming, connecting, centring and nurturing; where she feels a true sense of freedom that she is drawn to.  How she overcame victim mentalityInstead of falling into the victim mentality, Layne flips it to a champion mentality – ‘Why is this happening for me?‘Viewing it this way enables her to make the choices everyday easier. Advice that she would give a young Layne BeachlyYou are loved and you are enough and deserving of it; it all starts with the love of yourself.The Triple E resetDuring COVID, Layne has used the opportunity to reset her Energy, Economy and Environment.She has taken some time to slowdown and put things into perspective.Developed a retreat “Mind, Body, Surf”: https://www.laynebeachley.com/ About your host:Your host, Shaun, sits down with inspirational individuals who share key learnings from their own experiences on becoming great; whether it is in their own career, in their own field or inspiring growth across a business.Together, each month, we will unpack key actions on how we can all learn from others’ experiences; unlocking our own scope to grow so that we can all become the best version of ourselves.Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. 

Stellar's Podcast Series with Shaun McCambridge

How the Journey and Challenges of 7 Times World Champion Layne Beachley Inspires Sophie, and Will Inspire You | #006

Brad KennedyBrad Kennedy, pro golfer and Gold Coast local, recent winner of the New Zealand open is now ranked #7 in Australia and #101 in the world, discusses the process of success and the mental side of golf.In his last 7 tournaments he has been top 10 with this year coming 3rd Qld PGA (after equalling course record of 61 and leading almost the whole 4 days), 3rd Qld Open and winning the New Zealand open for second time (last time was 2011) and 5th PGA tour of Australasia.Brad’s Highlights2:58 Starting out  4:03 Mental game 5:57 Mental game and the impact of Dr Dave Alred, Mental Coach6:32 Every shot that you practice has to count8:42 Be accountable13:28 Focus on the process 13:38 How the process of discipline can create resilience14:43 Keeping the process while you are in the zone17:13 The feeling of pride18:38 The voice of doubt23:39 Habits and rituals 27:51 Visualising33:02 Mastery - Intersection between skill and mindset35:33 Kennedy’s conundrum 38:55 Importance of having a supportive family and friends base 42:45 Giving back47:42 Key lessons that Golf has taught BradStarting Out Brad started playing golf at 13 years-oldMental game and the impact of mental coach, Dr Dave Alred Dr Dave Alred has coached Brad for 7 years which has helped Brad go through amazing development.Dave doesn’t have a technical golf background but delves into the player’s mental game. Every shot that you practice has to countDave continually tests you to ensure that every shot you make counts; whether in a tournament or in practice. He refers to it as the ‘ugly zone’; it is whenever you practice the uncomfortable part of your game until it becomes natural which enables you to go to another level. Be accountableEnsure that the intensity and performance is there in practice; if it is, then there is nothing else that you need to do differently.Focus on the process It is the best mental performance I’ve had in my career at 45 years old.How the process of discipline can create resilienceThis one key learning that Brad uses in golf and in life.Ultimately success is never guaranteed but if you stick to the process, then the rest comes.  Keeping the process while you are in the zone Believing in your ability to hit the shots that are required while being without any fear of consequences.The discipline of staying in the process is key and being aware of what you can control.  One of Brad’s dangers is to allow himself to look at the leader board and then that impacting the process. The feeling of prideIt was a mentally tough period during the Queensland Open; however, to go from that low to an absolute pride and self-satisfaction winning the New Zealand open. The voice of doubtEveryone has doubt but it comes from fear and it can really negatively impact you.   Being able to stay in control and stick to the process is key to overcoming this. By understanding the mistakes and concentrating on hitting the shots enables you to control the situation. The key is to not get ahead of yourself as it distracts you.   Habits and rituals Brad journals a lot; he rights down his entire schedule of training. Writing down the performance sets a benchmark and overtime you can build on that.It becomes a fact; It is a great way to build up your confidence and resilience.ReferenceThe Miracle Morning: The 6 Habits That Will Transform Your Life Before 8AM by Hal Elwoodhttps://miraclemorning.com/Really reinforced having a great work ethic, and the benefits of meditation, reading, and exercising. Brad believes that he is really getting better in the mental space; his game isn’t going to change at 45 but it is the mental game that has further developed. VisualisingVisualising how you want to play – how you want to walk, stand, and generally hold yourself has also helped his mental game.  Once you try it and it works, it opens you up to what else it can walk for. Mastery - Intersection between skill and mindsetWinning a tournament is a form of mastery; where you beat everyone at that particular time. Kennedy’s conundrum Over 8 years out of the last 25, he has been away from home and he wants to watch his daughters achieve and succeed. However, with his current momentum as well as exemptions in upcoming tournaments and the Olympics, it is time to evaluate. Importance of having a supportive family and friends base With his wife’s support, he has been able to go after his dreams. He also has the support of friends and coaches. The base doesn’t change, and they celebrate the successes with you but don’t treat you differently. Giving Back Project One Putt: https://project1putt.com.au/It starts at the putting green and works backwards; putting is one of the least enjoyed aspects of the game. He loves to be able to help people with this; to understand the intricacies of putting. Junior clinics He loves being out there. Post the recent New Zealand win, he ran a junior clinic with 20 high achieving children. Brad really loves that he was able to create something that helps people get better at their game. Key lessons that Golf has taughtPatienceIf you have a passion and driven for something, just try and find out how you can do it to the best of your ability. DisciplineNot to think too far ahead and go continue to go back to structure and the process. About Your HostYour host, Shaun, sits down with inspirational individuals who share key learnings from their own experiences on becoming great; whether it is in their own career, in their own field or inspiring growth across a business.Together, each month, we will unpack key actions on how we can all learn from others’ experiences; unlocking our own scope to grow so that we can all become the best version of ourselves.Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. 

The Process of Success and the Mental Side of Golf - With Brad Kennedy, NZ Open Golf Winner | #005

Stephen BroadStephen Broad is the General Manager of Asset Management at Yancoal. He started as his apprenticeship at the age of 15 and was a 19 year old qualified tradesman at the Hellyer Mine on the West Coast of Tasmania. He has worked in Indonesia, Papua New Guinea, and across Australia including Queensland, New South Wales, Western Australia and Tasmania. With a mission to continuously learn and say ‘yes’ to opportunities, Stephen Broad has transitioned from a tradesman into the maintenance vertical and now leads the Asset Management team across all business sectors for Yancoal.Stephen’s HighlightsPart B1:47 A challenge for talent5:00 Trade’s person of the future8:25 Work and home life balance10:27 Habits & rituals to get the most out of every day12:22 Advice for aspiring trade’s people and maintenance people12:47 Advice for trades and maintenance people14:19 Advice for leaders17:58 Two favourite management/leadership theories Where it all started with an apprenticeship Completed an apprenticeship and started as a tradesman Hellyer Mine on the West Coast of Tasmania.Currently General Manager of Asset Management at YancoalCurrently at Yancoal his role is General Manager of Asset Management across all business sectors including open cut and underground.A pivotal moment in his career A conversation with his father about getting out and seeing the world; he then accepted a role in Western Australia on 14 days on/ 7 days off roster.Stephen’s father taught him about hard work, resilience and getting on with things; which has been a really good grounding. He has learnt a bit from everyoneCentral Queensland University – Ted Scott, previous CEO of Stanwell: LinkedIn profile: https://www.linkedin.com/in/ted-scott-89000336/?originalSubdomain=auHe introduced the leadership idea of self-directly work teams (SDWT) during his time at Stanwell.Importance of being self-awareStephen also understands the importance of self-awareness; to really understand who you are, your natural tendencies and recognise when you are doing this and then most importantly unlearn. Upskilling and transitioning He is a strong believer in life-long learning and everywhere he would push himself to learn something new.Imposter syndrome During his Graduate Diploma of Maintenance Management, he felt like an imposter; a tradie sitting in the university lecture. During his first lecture they discussed an academic prize, Bruce Hiskens Award for the Highest GPA, it was then and there that he set a goal to achieve this and he did.  The advantage of diversity in thinkingDuring his Executive MBA with Sydney University he started to understand the advantage of diversity in thinking, a cross pollination of ways in thinking and the benefits of solving a problem together.The Desire & importance of having a believer in your abilityDuring 2015 he jumped the chasm from the maintenance vertical to operations and what enabled him to do this was a desire plus someone that saw his potential Stephen credits his adaptability and his willingness to say yes to an opportunity to building his career.  Charles Darwin theory is that it is the quickest to adapt. Further reference: https://en.wikipedia.org/wiki/Darwinism#:~:text=Darwinism%20is%20a%20theory%20of,compete%2C%20survive%2C%20and%20reproduce.Rod Sury it is not the big that eat the small but the fastest that ….What he values when hiringWhen Stephen looks to hire, he greatly values self-education, resilience, and cultural fit. Self-educated shows a willingness to approve Resilience shows the ability to continue towards the goals despite the knocksCultural fit ensures the team’s success.A challenge for talentAt the moment there is a challenge for talent across trades including fitters. Ultimately, we need young people. We need to be visibility in the schools and sending the message to young people that there is more than an OP score. Trade’s person of the future Technology plays a big role and it is an exciting times where virtual reality and augmented reality.Diagnosing from a distance with glasses from the physical machine location and discussing that machine with someone in head office. Work and home life balanceThe key is a partnership where there is a balance. We also know each other’s weaknesses and strengths that encompasses those in our roles. Habits & rituals to get the most out of every dayStephen is a fan of planning your day; starting with a coffee at the desk to plan for the day and then a sum up at the end of the day. He ticks goals off and is very task orientated.Advice for trades and maintenance peopleHis advice for trades people is not to be afraid to take a chance and take hold of opportunity to grow. On the maintenance side is to build resilience as it is a big part and constantly being open to learning and being willing to travel.Advice for leadersThere is no one leadership theory that you can use anywhere, it is about having a leadership toolbox. That has difference methodologies and frameworks that you can apply in difference situations.  His second piece of advice would be that as your career and titles changes you are still part of a machine, a cog; everyone has a role to play. Two favourite management/leadership theories  Hertzberg – two factor theory of motivation: Two sides in balance:  Motivating factors: recognition, the work itself, advancement & growth Hygiene factors: Salary, security, working conditions, supervision, company policies etc.  Maslow’s theory of Hierarchy of Needs Self fulfillment needs, psychological needs and basic needs Additional Resources Mentioned: Debunking NLP with Gina Mollicone-Long: https://www.stellarrecruitment.com/page/the-stellar-podcast/debunking-your-growth-mindset/2-neuro-linguistic-programming-gina-mollicone-long/Turning Adversity into Vision and Solutions with Gina Mollicone-Long:https://www.stellarrecruitment.com/page/the-stellar-podcast/debunking-your-growth-mindset/3-turning-problems-into-visions-and-solutions-tamika-smith/Hertzberg reference: https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/Maslow reference: https://www.simplypsychology.org/maslow.htmlAbout Your HostYour host, Shaun, sits down with inspirational individuals who share key learnings from their own experiences on becoming great; whether it is in their own career, in their own field or inspiring growth across a business.Together, each month, we will unpack key actions on how we can all learn from others’ experiences; unlocking our own scope to grow so that we can all become the best version of ourselves.Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. 

How to Accelerate your Career - With Stephen Broad from Yancoal - Part A | #004

Stephen BroadStephen Broad is the General Manager of Asset Management at Yancoal. He started as his apprenticeship at the age of 15 and was a 19 year old qualified tradesman at the Hellyer Mine on the West Coast of Tasmania. He has worked in Indonesia, Papua New Guinea, and across Australia including Queensland, New South Wales, Western Australia and Tasmania. With a mission to continuously learn and say ‘yes’ to opportunities, Stephen Broad has transitioned from a tradesman into the maintenance vertical and now leads the Asset Management team across all business sectors for Yancoal.Stephen’s HighlightsPart A2:00 Where it all started with an apprenticeship3:00 Currently General Manager of Asset Management at Yancoal5:09 A pivotal moment in his career7:00 Learning a bit from everyone8:28 Importance of being self-aware10:30 Upskilling and transitioning14:40 Imposter syndrome16:40 The advantage of diversity in thinking18:58 The Desire & importance of having a believer in your ability22:59 What he values when hiringWhere it all started with an apprenticeship Completed an apprenticeship and started as a tradesman Hellyer Mine on the West Coast of Tasmania.Currently General Manager of Asset Management at YancoalCurrently at Yancoal his role is General Manager of Asset Management across all business sectors including open cut and underground.A pivotal moment in his career A conversation with his father about getting out and seeing the world; he then accepted a role in Western Australia on 14 days on/ 7 days off roster.Stephen’s father taught him about hard work, resilience and getting on with things; which has been a really good grounding. He has learnt a bit from everyoneCentral Queensland University – Ted Scott, previous CEO of Stanwell: LinkedIn profile: https://www.linkedin.com/in/ted-scott-89000336/?originalSubdomain=auHe introduced the leadership idea of self-directly work teams (SDWT) during his time at Stanwell.Importance of being self-awareStephen also understands the importance of self-awareness; to really understand who you are, your natural tendencies and recognise when you are doing this and then most importantly unlearn. Upskilling and transitioning He is a strong believer in life-long learning and everywhere he would push himself to learn something new.Imposter syndrome During his Graduate Diploma of Maintenance Management, he felt like an imposter; a tradie sitting in the university lecture. During his first lecture they discussed an academic prize, Bruce Hiskens Award for the Highest GPA, it was then and there that he set a goal to achieve this and he did.  The advantage of diversity in thinkingDuring his Executive MBA with Sydney University he started to understand the advantage of diversity in thinking, a cross pollination of ways in thinking and the benefits of solving a problem together.The Desire & importance of having a believer in your abilityDuring 2015 he jumped the chasm from the maintenance vertical to operations and what enabled him to do this was a desire plus someone that saw his potential Stephen credits his adaptability and his willingness to say yes to an opportunity to building his career.  Charles Darwin theory is that it is the quickest to adapt. Further reference: https://en.wikipedia.org/wiki/Darwinism#:~:text=Darwinism%20is%20a%20theory%20of,compete%2C%20survive%2C%20and%20reproduce.Rod Sury it is not the big that eat the small but the fastest that ….What he values when hiringWhen Stephen looks to hire, he greatly values self-education, resilience, and cultural fit. Self-educated shows a willingness to approve Resilience shows the ability to continue towards the goals despite the knocksCultural fit ensures the team’s success.A challenge for talentAt the moment there is a challenge for talent across trades including fitters. Ultimately, we need young people. We need to be visibility in the schools and sending the message to young people that there is more than an OP score. Trade’s person of the future Technology plays a big role and it is an exciting times where virtual reality and augmented reality.Diagnosing from a distance with glasses from the physical machine location and discussing that machine with someone in head office. Work and home life balanceThe key is a partnership where there is a balance. We also know each other’s weaknesses and strengths that encompasses those in our roles. Habits & rituals to get the most out of every dayStephen is a fan of planning your day; starting with a coffee at the desk to plan for the day and then a sum up at the end of the day. He ticks goals off and is very task orientated.Advice for trades and maintenance peopleHis advice for trades people is not to be afraid to take a chance and take hold of opportunity to grow. On the maintenance side is to build resilience as it is a big part and constantly being open to learning and being willing to travel.Advice for leadersThere is no one leadership theory that you can use anywhere, it is about having a leadership toolbox. That has difference methodologies and frameworks that you can apply in difference situations.  His second piece of advice would be that as your career and titles changes you are still part of a machine, a cog; everyone has a role to play. Two favourite management/leadership theories  Hertzberg – two factor theory of motivation: Two sides in balance:  Motivating factors: recognition, the work itself, advancement & growth Hygiene factors: Salary, security, working conditions, supervision, company policies etc.  Maslow’s theory of Hierarchy of Needs Self fulfillment needs, psychological needs and basic needs Additional Resources Mentioned: Debunking NLP with Gina Mollicone-Long: https://www.stellarrecruitment.com/page/the-stellar-podcast/debunking-your-growth-mindset/2-neuro-linguistic-programming-gina-mollicone-long/Turning Adversity into Vision and Solutions with Gina Mollicone-Long:https://www.stellarrecruitment.com/page/the-stellar-podcast/debunking-your-growth-mindset/3-turning-problems-into-visions-and-solutions-tamika-smith/Hertzberg reference: https://expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/Maslow reference: https://www.simplypsychology.org/maslow.htmlAbout Your HostYour host, Shaun, sits down with inspirational individuals who share key learnings from their own experiences on becoming great; whether it is in their own career, in their own field or inspiring growth across a business.Together, each month, we will unpack key actions on how we can all learn from others’ experiences; unlocking our own scope to grow so that we can all become the best version of ourselves.Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. 

How to Accelerate your Career - With Stephen Broad from Yancoal - Part A | #003

Gilbert Enoka has a long history of success as a mental skills coach with New Zealand’s corporate and sporting elite. He is internationally renowned for his 20 year history with the All Blacks, first as their mental skills coach and now as manager. He has been with the All Blacks for over 250 tests and during that time the team has won back-to-back Rugby World Cups, one Laureus Award (for the best team in the world), 17 Bledisloe Cups, three Grand Slams, seven Tri Nations and five Rugby Championships. Gilbert’s Highlights4:30 The fundamentals of a high-performance environment that endures8:10 The Power of the Mind 11:45 Asking if the situation was dealing with you or the situation is dealing you. 12:40 Mental skills growth16:00 Material benefits of physical fitness on mental health19:50 Richie McCaw’s formula 23:00 Everyone has fear and nerves but it is how you deal with that24:50 Getting out of your own way26:20 Three things that leaders must have27:20 Be where your feet are36:10 Everyone has 2 lives. Your 2nd begins when you realise you’ve only got one.39:40 Parallels from the All Blacks’ World Cup recovery to Business recovery from COVID-19 BIG PAUSE31:45 Be at your best when your best is needed & not all moments in time are equal34:15 Above and below the line thinking43:30 Sustained success 45:45 Strategies to maintain and support psychological safety50:40 Young kids using their mindset to enable them to be the architect of their “best life” The fundamentals of a high-performance environment that enduresIt is about understanding how to align people for a causeThe most successful centenary businesses are traditionalists; they understand the core of what they are about and they never mess with that. They instead disrupt the edges and look at small incremental improvement without disrupting the core. Understanding the core, preserving it and sending strategic disruptions around the edges. The “Power of the Mind” There are moments in time that are defining; there is no secret sauce to success but comforting the problems and sometimes the brutal reality enables you to deal with pressure.  Acknowledging the problem and ensuring the mindset is right is key. Skills set do nothing if the mindset is not right.  The key question to ask yourself is are we dealing with the situation or is the situation dealing you to you.  Mental skills growthStarts with the leader and them understanding the importance of mental skills. To build the team’s capacity to mentally handle situations is connecting training with resilience and putting it front and centre. COVID-19 is the perfect situation to build mental strength and dealing with emotional stress. Material benefits of physical fitness on mental healthMental health is being challenged during this time. Physical fitness intrinsically connected to mental health and if you are not doing physical fitness your mental health suffers.  In your opinion why is R McCaw so successful?  Hardworking, humble, and authentic. He works on himself and his game which enables him to lead and inspire others. His behaviour is also reflective of this.  Cus D'Amato“The hero and the coward both feel the same thing, but the hero uses his fear, projects it onto his opponent, while the coward runs. It’s the same thing, fear, but it’s what you do with it that matters.”.   Everyone has fear and nerves but it is how you deal with thatWe all have a load that we can carry, the key is not to get stuck or break.  Getting out of your own wayThere are moments that raise fear and if you can acknowledge it and then use your skills and talent that you possess more than often not you will succeed.  Three things that leaders must haveWish big, have a back bone to front the obstacles and have fun olong the way.  Be where your feet areBe in the present, not the past. Be in the moment is what matters and not what has happened before or that comes after; your action in the moment is what makes the difference.  When you connect moments together, you create momentum.  BIG PAUSEBe at your best when your best is needed & not all moments in time are equalIt is most important to be at your best when it is needed and not all the time. There are particular moments when it is imperative.  Champion performers deliver in the big moments.   https://www.youtube.com/watch?v=fLqzYDZAqCIIt is one phrase that can really be used as a tool. In a given moment you can interpret something either positive or negative and there are associated behaviours to each.  It isn’t about going below the line, but recognising when you do go below and use steps to get above it.   Everyone has 2 lives. Your 2nd begins when you realise you’ve only got one.Sometimes we take things for granted and life is great but you can get exposed to an experience that changes your perspective. It is a moment in life when you truly settle on and recognise what is important in life and what you are going to prioritise; this enables you to thrive not survive.  Parallels from the All Blacks’ World Cup recovery to business recovery from COVID-19 It is not about what the market brings but what you bring. The decisions you make far outweigh the situation.  Post the Rugby World Cup it was important that the team prepared both physically and mentally.  Talking about what energises you and what are you struggling with really helps. It enables you to identify situations that can bring stress.  You also don’t need to go far into the future and bring fear to the forefront. You need to instead focus on the now and what you can control. What is expected form leader is judgement and not stamina.  Sustained success The moment you think that you have made it, you stand still. You need to have a thirst to take people the next step.  Strategies to maintain and support psychological safety and connection amongst your team members to drive individual and collective performanceLearn to understand that vulnerability and sharing it shows strength. As a leader it is extremely important to be seen as human.  As a Leader you need to understand that people will always be in two modes either survive or thrive scale. To do this you need to remove of fear so that you can truly listen.  Young kids using their mindset to enable them to be the architect of their “best life” What we reinforce and what we value is the biggest example for our kids.  Children need the structure and tools to be able to change their mindset. Collaborating with others helps us generate ideas on how we can do this as parents.  Them being able to change and control their mindset will enable them to succeed. Your host, Shaun, sits down with inspirational individuals who share key learnings from their own experiences on becoming great; whether it is in their own career, in their own field or inspiring growth across a business.Together, each month, we will unpack key actions on how we can all learn from others’ experiences; unlocking our own scope to grow so that we can all become the best version of ourselves. Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. 

Investing in “Mental skills” & “The Power of the Mind” - With Gilbert Enoka | #002

Andrew May is recognised as one of the world’s leading performance strategists and leadership coaches. A best-selling author, in-demand keynote speaker as well as a Leadership and transformation specialist. CEO and founder of StriveStronger.com. Andrew’s Highlights3:21 Mental health in the corporate context 6:45 The lessons from resting and recovering in sport 12:30 Covid lessons 19:00 Positive psychology17:30 Physical and emotional signs of fatigue22:30 Sustained performance rituals28:40 Resilience Training 30:00 What are the levers that impact performance?33:20 Defining Meditation37:30 Diaphragmatic breathing 38:25 “Play” & making the time to43:20 Benefits of getting out of our “comfort zone”55:00 Dealing with Divorce 59:00 Vulnerability is real 1:02:00 Slowing down to speed up1:04:40 Learnings from Barack Obama1:05:20 Advice to your 20-year-old selfMental Health & Corporate Context First factor is that people are now more comfortable with admitting that they are not okay. Second factor is that we are under more pressure and we are connected from sun up to sun down. When you have uncontrollable factors the cracks in the systems become more prevalent.Lessons from resting and recovering in sportThe world’s greatest athletes train hard but recover even harder, both physically and mentally.Recovery is key for athletes having longer heights to their careers. – It is the key to extending their careers. Most corporates do not spend time recovering; it is common for work to impede on personal time. Covid lessonsFor those that have three main things, money, a home, and connectedness, Covid has in ways been beneficial; we have had more time whether it is reflecting or connecting with our family. However, there is also a second phase which is fatigue. Fatigue of the ‘New World of Work’, which is a highbred of working from home and returning the work. Physical and emotional signs of fatiguePhysically you are tired, you have body aches when you are fatiguedMentally it is multi factorial; for example, your body clock is all over the place, it is hard to get up, or your retreating from social factorsEmotionally you are disconnected or feeling angry As a leader it is really important to realise this, one for yourself and for your team, especially right now. Positive psychologyTell me what is right with me rather than what is wrong with me. Reflect on what is positive in life and when you are above the line. You may have a pre-disposition of looking at what is wrong but through training you can shift to concentrating on what is right and having more of those above the line moments. Sustained performance ritualsAround 50% of your psychology is inherited; for example, if your mother has a pessimistic, then you are 50% likely to be a pessimist; but there is also a 50% chance that you will not. You can be trained with thinking skills, the life you lead, the people that you hang around. Just because of may have come from a tough background it doesn’t mean it has to continue. Examples such as Larry Olson, Owner of Oracle, Oprah Winfrey etc. You can change the way you thinkResilience Training Sports people have high performance scenarios, where they have done the training that many times, that it becomes a living blue print. You can learn how to reflect on the positives through journaling or thinking about what you are grateful for.  What are the levers that impact performance?We have looked into 1,000 of evidence-based peer reviews to find the levers that impact performance; at a high level it is the body and the brain. Further to this, it can be broken down to 6 levers: MOVE – Getting active 10,000 steps a day, including regular weights etc.  FUEL - Nutrition RECHARGE – Physical recovery and psychology detachment THINK – Base psychology and getting yourself above the line CONNECT – Connecting with purpose, community and nature  PLAY – Having fun, laughter and play MeditationIt doesn’t have to be listening to a meditation track, it could be sitting in a park or walking. It is ultimately about being present and slowing down the internal chatter – psychologically disconnecting. People need to try different forms until you find what works for you. Diaphragmatic breathing This can be a great alternative to meditation and is easy to do. Play & making the time toYoung kids play but as adults we beat it out of our lives. There needs to be a balance; I often ask Executives what they do for fun, laughter and play.Benefits of getting out of our “comfort zone”The same game – same home, same clothes, same lunch.Learning so much about yourself and not playing the stay game. Having a choice to finding a way or not and then making the first choice into a habit. Divorce During the challenges, you learn about yourself…I spent time rebuilding myself and being truly connected to others. I was functionally depressed for 2 years and I used the 6 levers and got support. Vulnerability is real It builds trust between people when you show it. Slowing down to speed upSlowing down to be calm and ready for your performance moments.  Barack ObamaIt takes out the decision-making process.To do “deep” work you have to get away and block distractions and with this why Barrack Obama only wore one type of suit; it is one less decision that they would have to make and they can use that energy into an important one. Advice 20-year old self Number 1 is to slow down to speed up; don’t try and do everything straight away.Number 2 is to continually evolve and adapt to grow.Your host, Shaun, sits down with inspirational individuals who share key learnings from their own experiences on becoming great; whether it is in their own career, in their own field or inspiring growth across a business.Together, each month, we will unpack key actions on how we can all learn from others’ experiences; unlocking our own scope to grow so that we can all become the best version of ourselves. Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. 

Without Your Mental Health There Is No Health – Optimising Our Brains and Body’s - With Andrew May | #001

In this Industry update, Shaun speaks with Tim Waddell; General Manager at Form Building & Developments in New Zealand and discusses the story behind what built the company and the brilliant opportunities available now in the New Zealand construction market.Topics covered:• Overview of Form as a business • Origins including the stories of the founders • How they grew to an $160 million dollar business in 11 years• Culture and what it takes to be a member for the Form team• Current opportunities in the New Zealand marketWhy do clients choose to partner with Form?Delivery is a big part of it. In the Bay of Plenty there are many large industrial kiwi fruit projects where they must be completed by a date, likewise in Auckland with school projects and other time sensitive jobs. We have that relationship with clients and consultants that we do deliver. They like the element that we can self-perform part of the works with our own tradesman, and we are not reliant on subcontractors in the heated Auckland market. We are also easy to deal with, we are not a large contract company, and we like engaging with people instead of firing of letters left right and centre.Tell us about the good family feel and flat structural culture within the business? How important is culture in your eyes and how would you define the Form culture?It's very important and one of the key things throughout the business that we have all worked very hard on. I would define the culture as inclusive first and foremost, we are not a hierarchical or faceless business. The people who own the business are active in the business and happy to interact with everyone. I would describe the culture as professional, friendly and team orientated. We are big on our project teams, we refer to our key players in the team as the tripod, project manager, site manager and quantity surveyor. In any project they have the complete support of every facet of the business. I’m keen to understand what you look for in people who you work with and people that work for you? You are always looking for fit and fit with others in the business, we like straight-up people, people who want to put in a good days work, but want to focus on the task at hand and fit in with the team. People who are available to work unsupervised and generally nice friendly people. We are very hands on and personal and so people who like that sort of environment we generally look for as well.

Form Building & Developments

Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Shaun created the Debunking your Growth Mindset series to unpack practical ways to help people grow and build on current mindsets and challenge old habits, with a view to unlocking the potential within all of us.This Industry update features Sussanah Osborne - Production General Manager for BHP. Susannah has had an impressive career that has spanned across Australia, New Zealand, Mongolia, Singapore, Canada, Spain and Africa. In this podcast she reflects on the decisions she made that dictated the direction of her career, how she sees the future of the mining industry, her experiences as a graduate all the way through to a leader of teams, and actionable advice on how others can learn from those around them, mentors and how to be effective 1:00 What has driven Sussanah’s career and her decision-making process when advancing between roles5:55 How the thirst for knowledge has driven her need to succeed8:35 What her vision was at her time of graduating10:30 Sussanah’s take on how to reverse the downward trend of mining engineering as a career14:15 Pivotal moments that stand out in Sussanah’s career17:00 Tips on how to transition between an expert in your field to a leader of people in your field.20:00 How Sussanah has developed her Emotional Intelligence over her career22:38: Mentors Sussanah has engaged with and how she has further developed her skillset26:52 How to balance career and home life31:15 Sussanah’s habits and rituals to get the most out of every day34:45 Sussanah’s view on how to present the mining industry in a positive light38:45 What makes Sussanah so passionate about mining, and why others should consider it a career option

BHP Production General Manager Sussanah Osborne

Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Shaun created the Debunking your Growth Mindset series to unpack practical ways to help people grow and build on current mindsets and challenge old habits, with a view to unlocking the potential within all of us.This Industry update features Sonia Winter - the General Manager and SSE for BHP at the Poitrel mine in Queensland. She was one of the first female mining engineers to graduate in Queensland in 1994 and today is a leader and mentor for many young engineers and mining professionals across the industry. In this podcast, Shaun discusses her work ethic behind achieving what she has to date, her pivotal choices in her career and how she balances her demanding role along with being a full-time mum.1:00 – Sonia’s vision as a young graduate and the pivotal moments in her career3:15 – How she developed her EQ and IQ5:15 – Importance of pushing yourself out of your comfort zone7:45 – What Sonia looks for when hiring team members9:00 – How Sonia has used and found mentors in her career10:55 – About challenging the status quo to achieve positive outcomes14:40 – Moving from being a mining engineer to managing17:40 – About balancing career and motherhood20:25 – Habits and rituals Sonia uses to create more success22:30 – Tips for work life balance23:60 – What the mines of the future look like26:00 – Sonia’s passion around mining and why others should pursue it28:00 – What is unique and exciting about mining?What was your vision as a young graduate and what career decisions did you make along the way that were pivotal to getting you where you are today?I think as a first year graduate you kind of want it all, I remember being on site and seeing the general manager as sort of that pivotal role that you aspire to want to be as a graduate, I didn’t know what that meant at the time, I didn’t know what skills or experience I needed to get there I just knew that on site that was the role that everyone sort of aspired to be. Starting out as a mining engineer that weaved around different technical pathways and there were some pivotal conversations that were had throughout my career that lead me from a mining graduate to my current role. I remember spending a lot time in that technical space and a senior leader had a conversation with me which was about me being at that point of whether I’m going to stay in the technical stream and continue on that pathway or moving into that people management side of things. So I took that conversation on board, had a think about whether I would jump out of my comfort zone into that people focused space as I loved my technical space, and the way I did it was moving to managing a smaller technical team and realising I loved that, to managing a larger technical team realised I loved that, then the next pivotal movement was into managing large teams where you weren’t the technical expert and you actually had to deliver through others and it was about engaging in that people management space. I guess through that journey I discovered that I really love that people management and leadership side and for me it has been a challenging learning curve, but I love seeing others achieve success and unlock their own potential.Can you tell us about how you developed your EQ and IQ?I focused on the technical aspect in the earlier years of my career journey and I guess reflecting what pushed me into that space was life in general, and as a parent I’ve learnt a lot of lessons parenting teenagers. You have to learn to flex your leadership style and parenting style to get the best out of your kids and the people around you and that was a lightbulb moment for me that was when I realized that the human element, the personality and tapping into peoples innate potential is where the key is to unlocking the secret of high performing teams. Have you always consciously pushed yourself out of your comfort zone? And why do you think it’s important?Growing up I loved competitive sport and it applied that level of discipline to life to balance out the training side of it with the academic side as there is only so many hours in the day. I found growing up that I was a harder task master on myself than any of my coaches could be, and I think I still am. I have high expectations of what I need to be doing for my teams on site as well. If I looked back on my whole journey, I always so failure as a negative, and it took me a long time to realize that you got more incredible learnings when you’re not coming first but by actually trying hard, and that self-reflection of unwrapping of how you can do better next time. You get that sort of internal drive to pick yourself up, you learn how to conduct yourself when you’re not at the top of your game, its that resilience piece that I think is really important coming through because you’re not always going to be number one every day.What are some of things you look for in people when you hire them for your team?I think you put your name forward for roles, and its not always about having all the skills you need for that role in your toolbox at that time. What I particularly look for is that self-awareness of where people are in regard to their skillsets and capabilities, I look for that engaging nature so that they can actually communicate and articulate those aspects, for me values are big, integrity respect, doing what you say you are going to do, and at the end of the day that energy that motivation that willingness to learn if you have all of that then everything else can be taught on the job.

BHP General Manager Sonia Winter

Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Shaun created the Debunking your Growth Mindset series to unpack practical ways to help people grow and build on current mindsets and challenge old habits, with a view to unlocking the potential within all of us.This podcast features Tom Scantlebury – Expert in Customer Experience Management. Tom has 20 years experience in customer experience management, chaired customer experience forums, he has appeared as a keynote speaker and thought leader for Australia’s biggest brands and he has shared the stage with Obama, Branson and Opera. He is an expert in experience management for both Customers and Employees.What is the elevator summary of what customer experience is and what your firm does in this regard?Customer experience management is hard to measure and hard to capture, a customer experience is how people feel about that business through the entirety of their journey with you. Those interactions can start long before they become a customer and sometimes long after they leave. On the flip side – employee experience is the equivalent – how do your employees feel throughout the employee life cycle. That’s what CX and EX are and essentially what we do is, we provide the management to that, we put some methodology and tangle steps around how to handle that.Why are companies doubling down on experience management? What are the tangible economic benefits of that?Around the year 2000, a paper came out of Harvard saying the one thing you need to grow is NPS or Net Promoter Score. The sharing was that if you’ve got advocates for customers then you’re going to succeed. You had the GFC which saw companies trying to retain more customers as there were less out there, then you had the digital revolution of smartphones, which put power of information in the consumers hands. What we say now is that customers have a megaphone and super hearing. Over the last 20 years you’ve had a huge shift to the power of the consumer. Why are companies doing this? Because it makes money, companies that outperform the market are offering better customer experiences. More than ever they are disproportionately rewarded for it, if you do the wrong thing you are disproportionally punished for it.What are tangible benefits of nailing experience management?The Net Promoter System basically asks this question – ‘How likely are you to recommend x company or product to a friend or family?’ What that does is it categorises your customers. 9’s and 10’s are promoters, 7’s and 8’s are passive or neutral and 6 to 0 we call detractors. Essentially what happens is when you start measuring how people think and feel about you then you can track how they behave. So what we know is that if you have promoters, they are loyal, they are not price sensitive, they actually want to help you succeed. They will problem shoot for you, but most of all they are out their recommending and talking about your product. What people do is they believe strangers more than a company’s own marketing campaign. They will look on a review website and believe what a stranger says about a company before they make a purchase. You have more promoters; your business grows without you investing in things like traditional marketing channels which are becoming less and less effective. Your advocates are you new marketers. From a CX perspective, it reduces a lot of costs and you find a lot of efficiencies a lot of the time, a customer will tell you how you can do things better and faster next time. There’s an increase in productivity there’s an increase in customer retention there’s a decrease in churn, increase in loyalty.  

Customer Experience Management with Tom Scantlebury

Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Shaun created the Debunking your Growth Mindset series to unpack practical ways to help people grow and build on current mindsets and challenge old habits, with a view to unlocking the potential within all of us.This podcast features Lydia Gentle – Engineering Manager at BHP. She has been awarded the Order of Australia medal for her service to engineering, has worked on various projects internationally and is a successful mentor and leader in her field. In this podcast she discusses her experiences from getting started as an engineer, to her progression as a leader in the largest mining company in the world. She shares her philosophies on leadership, mindset as well as the future of engineering and how aspiring engineers can best prepare themselves and learn about entering the industry.   Rewind back to when you were 17, I understand you had a pretty pivotal conversation with your teacher that set all this in play?Yes I did! Growing up in north Queensland where you’re exposed to the farming industry and agriculture, I was talking to my teacher and he mentioned I should be an engineer and honestly, I had no idea of what engineers even did. It was a pivotal time for me, I was absolutely in awe of my maths teacher and I always enjoyed maths, it was that simple correct or incorrect answer which I liked. He explained the profession and said I had the perfect maths brain for it and that I should apply for it at Uni, and that’s exactly what I did!You’ve worked in a variety of capacities, as a graduate working on design in industrial projects, and then on to London working on high-rises. You’ve worked on smaller family owned companies and large-scale oil and gas projects and mining construction projects, for large construction companies and now you head up large cap-ex projects for the biggest mining company in the world in BHP. The question is, was that deliberate in gaining various experience in building your career or was that just you figuring out maybe where you wanted to be?A lot of that comes down to never saying no to an opportunity. I grew up in a small country town, went to university in Townsville and had never really left the state. I thought if I got a job closer to Brisbane it might at least get me over the border every now and then. I was lucky enough to get a job with GHD and then really enjoying my time with them I really wanted to broaden my horizons, so I went to England as many Australians do which was phenomenal. I was thrown into the deep end as a structural engineer working on some of the oldest buildings in the world and I am really grateful for that experience and the opportunity to rise to that challenge. We then spent 6 months travelling around Europe and I was sitting in Venice having a coffee when a gentleman I had worked for before sat next to me and he worked for a contracting company in Australia. He said to give him a call when I went back to Aus, which is exactly what I did and that’s how I ended up working in construction. So I think just saying yes to these opportunities has what lead me to these places in my career, then with BHP they’ve got a phenomenal history and when I saw an opportunity come up for an engineering manager it was just one that really suited my skillset, I wasn’t looking for a role it was just one that popped up on LinkedIn and I thought ‘Why not?’. I was looking for a change and I’ve been blown away by the opportunities that I’ve had since so its just saying yes when an opportunity presents.Talk to us about that transition about being a competent engineer and performing well to taking that step to leading other people to being a manager and leading other people with different values different skillsets?I think the important thing is you never stop learning. So when it looked like I was getting close to my career to when I would start leading a group of people, I did a lot of research on different leadership styles and what works for other people and look at those that had inspired me. I think its just understanding that, it’s like anything in life if you do your research and prepare for it it will set you up for success. You can have a fantastic group of engineers but if you can’t build the culture of a team, you’ll never be successful. It’s important to understand that people react differently in different situations and they have different motivations in life. If you can key into that you can key in to their why, then you can sell the strategy and you can be a great leader.You’ve been in a position where you’ve had to stand out amongst other candidates for a job. What tips can you offer to others about this?I think it’s really important that you never stop learning. If you look at my CV I won’t just have one qualification on there. I’ve got my masters, I became a welding inspector when that was a requirement, I became a heavy lift designer when that was a requirement. I’ve just stepped out and when I found something that interested me I just pursued it. I think it’s important to stand out that you don’t just have that very narrow career, that you have broadened your horizons. Even if they’re activities that you’ve taken on in that extracurricular space. I think that really shows you are a lot more focused if you are involved in the community. Those are the type of people I really look for when I’m reviewing resumes.Tell us about the intersection between intelligence and mindset, and how you’ve grown your own mindset to sort of intersect with that level of intellect?Mindset will account for about 80% of your success in life I believe, and its understanding that sometimes you find yourself in situations and its often not so much a direct attribute of yourself as a person but more that of the situation. So it’s having that positive mindset and that growth mindset to understand what are the steps you are going to take, to then move on. I attended a motivational session with Chris Helder and what really resonated with me was the philosophy of 10 seconds of guilt then move on. Everyone makes mistakes but you don’t need to dwell on them forever, allow yourself the 10 seconds of guilt then move on! And I think that also comes down to your mindset as well, which is rising above all the issues and challenges that you have. We all have those and its about putting those next steps into place about how can I move on? What useful believe that I can have that will then get me out of this situation? What’s the first step that I must take to turn this into a positive?   

BHP Engineering Manager Lydia Gentle

Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Shaun created the Debunking your Growth Mindset series to unpack practical ways to help people grow and build on current mindsets and challenge old habits, with a view to unlocking the potential within all of us.This podcast features Greg Savage - world renowned recruiter, author, speaker and entrepreneur with over 40 years experience in the recruitment industry. In this podcast he discusses his experiences getting started in the recruitment industry, scaling 4 highly successful businesses, the future of recruitment and technology, his up coming book 'The Savage Truth' and what it takes to build and maintain a high performing culture.Can you give us the 3-minute summary of your recruitment CV?I started in January in 1980, I worked in executive search in Australia for a few years, went to London worked for Accountancy Placements which is the company that became Hays, this was before the internet, so it was all old school recruiting in it’s truest sense. I then came back to Australia with the same company and when Hays bought that company, myself and 2 other guys jumped off and started our own business which was called Recruitment Solutions. It was a long journey but it was a lot of fun and a lot of success and we grew that business from the three of us in a room to 250 people across Australia and New Zealand and enlisting on the Australian Stock Exchange in 1998 which was the 3rd recruitment com ever to list. That was a lot of fun, I stayed on the board for some time after that, but that’s a different story.What in your view does it take to become a successful recruiter in 2019?It’s the million-dollar question, and I think that a great recruiter going forward will be an expert in the use of the best technology and they will harness that technology and they will extract the value of it, but it will synchronise with highly sophisticated human influencing skills. That’s the marriage of art and science that makes a great recruiter in my opinion. And so its wrong for people to say that automation will do recruiting, its equally as wrong to say that its all human and its all the old school its neither its not binary. It’s a mix and tied in with that is the ability to build brand – and really I’d say it like this a great recruiter has to provide clients with something they cant find themselves. Our competition isn’t other agencies, it isn’t LinkedIn or Seek – all of those things are chipping away and playing their part but the real crux of value is to bring to clients what they cant find themselves and that is of course unique candidates. You need to act as an agent for great talent and represent them in the marketplace.What are your tips for clients when engaging with agencies?The recruitment industry in its current model is dysfunctional, and its partly because recruiters have allowed it to be that way, but partially because clients drive it that way through contingent multi-listed job orders. So our biggest tip for clients is work with less recruiters, expect more from them but provide them more commitment. That is the key, you should give your jobs to a great recruiter exclusively and then expect the best from them. Provide them with all the information they need give them transparency, bring them into the tent. You need to partner with them not interact with them in a transactional context. The decision making by clients on how to use recruiters is totally dysfunctional and harmful to all parties, this includes the candidate. My big tip is high expectations of your recruiter but give them high commitment.What are your tips for creating and sustaining a high-performance culture?Creating a high-performance culture starts at the very beginning, you’ve got to hire the right sort of people. If you hire mediocre people then you only get mediocre results, drive and motivation. You can put lipstick on a pig but its still a pig! The second thing is clarity around goals, great clarity about what good looks like, transparency around measurement and the scorecard, and reward high performance exponentially. You want to over-reward high performance, you want to be generous with what you share. We want a business where high expectations are seen as a job perk, good people want to work where expectations are high and striving from other people in the team is consistent. The final part is accountability and consequences, a high-performance environment has accountability, if you play for the greatest rugby team in the world, then you get dropped if you underperform. And there’s huge consequences, financially, moral everything else. It’s the same in business, I’m not saying people are going to get fired for making a mistake – its not as blunt as that, but we have expectations for culture, behaviour & performance. They are clear, they are communicated they are agreed with, and then if they are not met then there is a consequence. I’m not talking about a hire and fire environment or a punitive environment, I’m talking about a collaborative team environment. But if you want to play on the best team, then you have to perform to that teams’ expectations. Create an environment where feedback is cultural not personal. For more information or details on Greg's book visit: http://www.gregsavage.com.au

Debunking The Recruitment Industry - The Savage Truth with Greg Savage

In this episode, Shaun speaks with Michael McNab; founding Managing Director of McNab Construction and discusses the history and story of the business and unpacks the unique McNab culture and approach to success in the SE Queensland construction industry.Topics covered: Overview of McNab Construction The McNab Story – from beginnings to running a company with a $290 million turnover The McNab culture, and how it is instilled in both employees and customers Work ethic and what attracts and retains the best employees 85% of your business is repeat, which is remarkable in construction. Why do you think customers continue to choose to partner with you?It’s really about our people, there’s some simple ethos’ when you work with McNab, I expect you to be solutions focused, I expect you to make a buck but I expect you to put your customers first and foremost. Our industry can be very adversarial, and we get there as well, but the important piece is that the customer is the focus and it’s not about the building its about what the customer really wants and sometimes that’s hard to divorce from. We have a great customer cohort and with 27 live projects at the moment I would say I know 25 of those people and they are good people. Something else that’s important to me is the profile of that customer, how they operate, their ethics.How do you approach culture at McNab?When I first started, I had no idea what culture meant and the power of it. Then you work out that you’ve got a way of doing things, now one of my main roles is to make sure culture is instilled throughout all levels of the business. There is a process for new starters within the first 4 – 8 weeks it’s a very formal induction process that lasts 3 or 4 days. I’ll sit down for a couple of hours with every new staff member and talk about the stories of McNab, the stuff ups the great victories and try and get that culture through as a story. And when people get it, they’re just on turbos, they really get on board.How do you define the culture?Response-able – I really want you to own up to everything that you are. We spend a lot of time on leadership training, good bad and ugly really trying to understand yourself. When you are response-able, you are not performing up to everything you are able on a day, I want you to just own it. Let everyone else know. More importantly when you’re doing a really good job, you are response-able for your outcomes, be prepared to pat yourself on the back and really own what you do. We have a value of care we’ve got a value of safety and growth and you need to be response-able for all of those things. You need to be the best you can be. Really own who you are, which is challenging for all of us.What attracts and retains people to McNab in your opinion?It’s a bit cliché but we like to have fun at McNab. We hold you accountable too, if we look back on our stats this year, there has been quite a few people leaving the business, but we’ve pushed that. We won’t accept mediocre, and sometimes it’s not the person in questions fault, they just don’t fit to the way we operate. When you end up in McNab, we spend a lot of time in interviews, by market standards we are probably a bit tough to get on board with, but it’s really important to us that we understand you clearly, and that you fit into the McNab way. You are autonomous but we hold you very accountable, I expect you to be very good at your job and I expect you to perform. I don’t want you working 100 hours a week, work life is maybe cliché too, but I want you to have fun and come to work. I want you to be passionate about working at McNab, and I think if people see that it rubs off on them and it makes them want to work with us.

McNab Construction

Gina Mollicone-LongThis is a wrap-up of the original podcast that featured Gina Mollicone-Long, NLP guru, motivational speaker and world-renowned author.Gina’s Highlights0:20 What is NLP?1:10 How you do anything is how you do everything1:30 The will to win2:35 Difference between conscious and unconscious mind5:50 Timeline therapy7:50 Reticular Activating System9:50 Power of choice and cause of effectNeuro-Linguistic Programming (NLP)It is the study of success and how to replicate thisHow you do anything is how you do everythingIs a pattern behaviour; by understanding how you go things successfully, you can then replicate that success.The will to winThe will to win is a real defining factor across sports and life of those that go on to achieve great things or don’t. Difference between conscious and unconscious mindUnconscious brain is your goal setter and your unconscious brain is your goal getter.Shaun has spent a lot of time building rapport between both the unconscious brain and the unconscious to ensure that heTimeline therapyIt is the idea that the process of time in linear from the present to future. If you run yourself to a time in the future, at a moment that has not happened yet, and feel proud that you achieved what you did and were successful then it can help alleviate your fears and succeed. E.g. Public speaking.Reticular Activating SystemWhere you can only see what you are looking for. When your mind has become conscious of seeing something E.g. Looking for a new car and then that is all you see. If you prime your brain towards something, then that is what you see; similar to that of a quote by Tony Robbins, “where your focus goes, your energy flows”. Power of Choice and Cause of EffectYour situation is the result of every decision you have made, whether good or bad. The flip side of that is when you see yourself as a victim of your own choices. One thought process is owning it and the other is being a victim. It comes down to the power of choice and owning that choice. Jonah OliverThis is a wrap-up of the original podcast that featured Jonah Oliver, performance psychologist to The Essendon Football Club, Brisbane Roar A-League, Tennis Australia, The Queensland Institute of Sport and Golf Australia. Jonah’s Highlights13:30 Normalising anxiety and stress 15:15 Being comfortable with discomfort18:40 Values based decision making20:45 Mindfulness22:00 Recovery23:00 Fitness Normalising anxiety and stress Anxiety and stress are normal reactions and it doesn’t have to be labelled always as a negative thing; it is a sign that you are focusing on the wrong things or right things. There are tools and techniques to diffuse anxiety. By labelling it, it takes the power away from it.Being comfortable with discomfortIf the discomfort is the service of something meaningful, you can move past the discomfort.Similar to that of Justin Langer’s quote “the pain of discipline is nothing like the pain of disappointment”.Values based decision makingGoals should be linked to your values not the outcome. Being true and very clear about what you value will make you more likely to achieve the outcome.  MindfulnessMindfulness is simply about slowing the brain down and narrowing center of focus.   Proven to increase IQ, stress response, less anxiety Reference to “Tools of titans” by Tim Ferriss RecoveryTaking time to recover to enable yourself to become better. FitnessThe positive impact of fitness can be across many facets including physical health, mental health, sleep and more; all of these benefits are enable you to become your best self.

Mastering the Mind. Gina Mollicone-Long & Jonah Oliver

Cameron SmithThis is a wrap-up of the original podcast that featured Cameron Smith, Melbourne Storm, former Queensland State of Origin and Australian Kangaroos captain.Shaun’s Highlights1:52 Will to win 2:30 Stellar Factors2:55 There are fractions between ok and great5:50 Competitive in every moment Will to WinThe will to win is a real defining factor across sports and life of those that go on to achieve great things or don’t.  Three Key Stellar Factors Competitiveness  Character  Above level intelligence  There are fractions between ok and greatOne conversation can change your trajectory and one that Cameron referred to was with a conversation with long-term coach Craig Bellamy.Key action: When was the last time you were truly outside your comfort zone? Competitive in every moment Cameron commented that Jonathon Thurston has the ability and habit to compete in every moment where he found a way.Listen Now: https://share.transistor.fm/s/99a06dc5Richie McCaw (7:30) This is a wrap-up of the original podcast that featured Richie McCaw, former New Zealand Rugby Union player and 2-time world cup winning captain of the All Blacks.Richie’s Highlights8:30 You need the desire and willingness and chosen to go after what he wanted with incremental success 9:35 Sacrifices vs. choices 10:30 Being a pioneer 11:00 Self-doubt 12:00 Mental skills 13:25 Willingness and commitment13:50 Additional references You need the desire and willingness To be successful you need the desire and willingness as well as the ability to choose what you go after. You need to be committed to making incremental improvements to ultimately be successful. Believes in choices versus sacrificesRiche spent the time to do the additional training and worked on himself to find the mental edge; it was a choice for him and not a sacrifice. Being a pioneerBeing a pioneer is something that guides Ritchie. One person that has inspired him the most is Sir Edmund Hillary who was a New Zealand mountaineer and explorer who first reached the summit of Mt Everest with Sherpa mountaineer, Tenzing Norgay.Self-DoubtIt is normal and it is more about how you process it and then act on it. You need to develop techniques with tools and strategies to ensure that you can make the difference when needed.Mental Skills Richie and the All blacks started working on the mental aspect of sports with experts such as Gilbert Enoka and Cary Evans. Working as a team and as an individual on how the brain acts under pressure. They started to shift the entire culture of the All Blacks. Willingness and commitment He has an incredible commitment to his goals that is supported with constant incremental gains.Additional ReferencesChasing GreatA documentary to see how Richie McCaw became one of the greatest rugby players and to follow him through his final season as he attempts the goal of captaining the All Blacks to the first ever back to back Rugby World Cup wins.The Real McCaw: The AutobiographyMcCaw recounts for the first time, with brutal honesty, the roots of his family life that defined his character and how it gave him the strength to emerge from the lowest moment in his career to become the most successful Captain world rugby has ever seen.Legacy, Written by James KerrA book that goes deep into the heart of the world's most successful team, the New Zealand All Blacks, to help understand what it takes to bounce back from adversity and still reach the top.Listen Now: https://share.transistor.fm/s/88a0c3b1About The HostShaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Prior to starting his next podcast series, Shaun wanted to share his top key takeaways from his first two podcast seasons; Season 1: Inspirational leaders and Season 2: Debunking your growth mindset.

Defining Greatness with Richie McCaw and Cameron Smith

Stellar's Podcast Series with Shaun McCambridge, Managing Director, is a podcast that aims to inspire growth and change the lives of its listeners. His new podcast season: Debunking your growth mindset, will hear great stories from inspirational figureheads and also phycologists, and experts on how to improve on ones mindset status quo. During his first series, Inspirational Leaders podcast episodes, there was an emerging theme across the interviews that focused around improving and growing one's mindset. He is now excited about entering his second podcast season: 'Debunking your growth mindset'. Shaun McCambridge is the Managing Director of Stellar Recruitment, a devoted husband and father to four spritely children. Ensure that you subscribe, rate and review!

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Stellar's Podcast Series with Shaun McCambridge

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