The Connection would like to welcome our newest Silver Member:

Balance My Books - At Balance My Books, the focus is on making life easier for hospitality and SME businesses. With over 30 years of experience in the industry, the Executive team understands the challenges these businesses face – long hours, cramped workspaces, and tight margins.

That’s why they offer full-service bookkeeping support that covers everything from accounts payable and receivable to payroll, tax compliance, and reporting.

They are more than just a team of professionals – they are a trusted partner in all things financial. The team works closely with clients to provide expert advice tailored to their business, finding ways to boost profitability and save money.

The Connection would like to welcome our newest Bronze Members:

Asquith Workforce - Asquith Workforce is a viable option for recruitment and workforce planning activities. The team works closely to maintain strong relationships with employers, candidates, and the community, ensuring a positive recruitment journey for all parties involved.

Although relatively new, the company’s capabilities are broad, recognizing that each employer’s needs are unique, and striving to meet those requirements.

Asquith Workforce operates across multiple sectors, including Office Support, Executive, HR Support, Sales & Marketing, Stores & Logistics, Trainees & Apprentices, Labouring & Process Work, Construction & Manufacturing, and Indigenous Employment.

In addition to assisting with employment outcomes, Asquith Workforce partners with local Group Training Organisations, Registered Training Organisations, and Government Employment Services to support the recruitment process.

Bamba Burralgas - Bamba Burralgas Pty Ltd, established in 2019, is proudly Aboriginal owned and operates two businesses: BJH Painting & TCO (Total Consulting Option).

TCO provides consultancy services to both private and government sectors, specialising in:

• Governance & Assurance
• Risk Management
• Procurement (including social procurement)
• Change & Transformation Management
• Program & Project Management
• Auditing & Evaluations

We bring a unique cultural perspective, applying our experience in the Department of Defence, with several consultants holding valid security clearances.

BJH Painting & Maintenance handles residential and commercial projects, from refurbishments to safety works, including line-markings and epoxy flooring. Owner Ben's expertise in reworking Queenslanders reflects his attention to detail.

We focus on building strong connections and relationships with our people-first approach.

BRC Roofing and Cladding - BRC Roofing and Cladding Australia is a premium metal roofing and wall cladding contractor based in Sydney. We are a team of highly skilled roofing specialists with more than 400+ projects under our belt. Having worked across the entire roofing sector and gained vital industry knowledge, we focus on delivering quality workmanship across every roofing project we take on.

At BRC Roofing and Cladding Australia, we pride ourselves on being the commercial roofing specialist of choice for leading builders. Our expert roofing advice coupled with our quality delivery and innovative work practices has transformed our roofing and cladding services to an industry champion in roofing services.

First Nations Traffic Management - First Nations Traffic Management is a leader in traffic control services across New South Wales and Victoria. We have been creating jobs and careers for Aboriginal and Torres Strait Islander people in the construction industry since 2019 in Victoria, and since 2023 in New South Wales.

We provide skilled traffic controllers for civil construction projects and help you meet your Victorian Indigenous Social Procurement targets or your NSW Aboriginal Participation in Construction targets.

Glow Sky Media - Glow Sky Media Pty Ltd employs advanced, patented print methods, to produce vivid, super bright, high-contrast coloured glow-in-the-dark prints.

HPG Solutions - HPG Solutions is an indigenous business based in Narellan, NSW. Our teams consist of skilled professionals equipped to handle large-scale commercial hydraulic and civil projects, as well as preventive and reactive maintenance works. Each team member is carefully assigned to projects that align with their individual skill sets and past experiences, ensuring that we deliver the highest quality workmanship. We prioritise the growth and development of our apprentices, strategically moving them between teams to expose them to a diverse range of trade-specific knowledge. This approach ensures that they emerge as well-rounded and confident tradespeople upon completion of their training.

At HPG Solutions, we take pride in being a company that not only gets the job done but also constantly seeks innovative and cost-effective solutions. Our highly trained team is adept at adapting to challenges of any scale, always thinking outside the box to provide the most efficient outcomes. This philosophy has earned us a solid reputation for trust, fostering long-term relationships with our clients, and garnering respect from industry partners.

When you choose HPG Solutions, you can trust that we will deliver effective and tailored solutions for all your plumbing needs. Our professionalism, expertise, and excellence commitment make us the reliable choice for all your plumbing requirements.

Lisa Kavanagh Legal Services - Lisa Kavanagh Legal Services is a commercial law firm which provides timely and fit-for purpose advice across the areas of legal, risk and governance. This includes advising on transactions, drafting and negotiating contracts and advising on best practice for corporate governance, intellectual property rights, legislative interpretation, industry regulation and dispute resolution.

Macarthur Disability Services - MDS is a not-for-profit community organisation, operating for over 40 years and provides services, activities and connections to people with a disability, mental illness, the aged, families and carers.

Our services are designed to meet the needs of each individual with a focus on the person achieving their aspirations and support tailored to their needs and unique circumstances.

MIGAS Apprentices & Trainees - At MIGAS Apprentices & Trainees, we're passionate about helping Australian Apprentices launch successful careers in trades.

Since 1988 we've been connecting talented apprentices and trainees with the right jobs that will set them up for long-term success.

We’ve had the privilege of helping thousands of Australians become qualified and skilled tradespeople in their field of choice through an apprenticeship or traineeship pathway.

We know what it takes to build a rewarding career in trades. We'll work with you to find the right job, provide the training and support you need, and help you achieve your career goals.

Neon Marketing - NEON Marketing is a full-service marketing agency with specialist knowledge in building & construction, industrial, B2B, tourism segments and Aboriginal & Torres Strait Islander-owned business.

Marketing is our passion. Helping businesses find innovative ways to build strong connections with target audiences is what drives us.

Our difference is in our strategic & integrated approach – making sure that every piece of your business’s marketing is well thought out, planned & enables your organisational objectives.

Our team of marketing & digital professionals comes with more than 35-years of combined marketing, branding, creative, digital & customer insight experience. Our success is proven across a range of industries and organisational categories with businesses & entrepreneurs of all sizes.

Our strength lies in ensuring our clients are well-established for success by developing robust marketing strategies supported by marketing programs, communications and materials across a range of online and offline channels.

Neon is majority-Aboriginal and female owned and lead, and Supply Nation Certified. We are a Professional Member of the Australian Marketing Institute (AMI) & lead by AMI Certified Practising Marketers (CPM).

Two Cockatoos Cultural Consultancy - Two Cockatoos Cultural Consultancy delivers high quality Aboriginal cultural educational training to corporate organisations.

Vision: Our training aims to promote social cohesion within workplaces by sharing Aboriginal cultural knowledge.

Mission: We believe Australian society is enhanced by the contribution of all cultures and can further cultural capacity through understanding. We provide the opportunity for our Aboriginal culture to be understood and embraced.

Australian society is committed to addressing the disparities between Aboriginal people and the broader community. Workplaces value the economic, social and cultural contribution offered by the Aboriginal community.

It is beneficial for employees to develop the ability to respect, coexist, and communicate with people of different cultural backgrounds and ethnic groups. By engaging Two Cockatoos Cultural Consultancy’s services, your workplace recognises that you have a key role to play in diversity and inclusion, and broadening opportunities for Aboriginal people to deliver positive socio-economic outcomes.

Yinarr Wellness and Education

The Connection would like to welcome our newest Small Business Members:

DreamStoneHR - Established in 2014, DreamStoneHR offers flexible, tailorable HR solutions without lock-in contracts. We specialise in expert HR advice, compliance, risk mitigation, and fostering engaged, productive workplaces. Our services include HR audits, workplace culture enhancement, employee engagement programs, and comprehensive training initiatives.

NJED Consulting - We are a boutique marketing consultancy best known for providing established small to medium-sized businesses, with innovative research backed marketing strategies and scalable execution capabilities, to overcome business growth challenges.

Our approach is based on experience gained, transforming enterprise businesses for over 25 years, utilising bespoke techniques and methodologies, which help us identify where to focus a business's limited resources, to maximise outcomes.

If this sounds intriguing, we look forward to hearing from you to discuss your business challenges and how we can help deliver the clarity, focus, and capabilities you are looking for, to grow your business.

Walker Consulting

Looking to connect with fellow members? Let The Connection be your guide! Reach out to us today to explore how we can facilitate those introductions for you.

Picture this: A room full of professionals and people leaders, ready to level up, boost their industry knowledge and soak up expert speaker insights.

That’s right—Rarekind Hosted Events are back in 2025, and we’re going bigger than ever.

Culture for Keepers HR events are about empowering you to enjoy what you do as much as we do. About building teams that celebrate the uncommon. And making an impact along the way. 

Our Supply Chain and Logistics forum? It’s a platform for manufacturing and distribution business to share insights, explore new trends and create opportunities.

Stay tuned—we can’t wait to roll out the Rarekind carpet for you.

Get in touch with Olivia Ellerman on 0460 533 205 or Gemma O’Neill-Douglas on 0456 822 404 to learn more.

Every child’s first Christmas is special, but for Alessia Sharpe just making it to that day was nothing short of a medical miracle.

For new parents Adriana and Adam, everything seemed perfect when their beautiful baby girl, Alessia, was born. She was healthy, bright-eyed, and already so curious about the world around her.

Her parents had imagined all the moments they would share—her first steps, her first birthday, all the milestones ahead. But then, just two weeks later, a phone call from the hospital changed everything.

Alessia had tested positive for Spinal Muscular Atrophy (SMA). They had never even heard of it before. The doctor’s words were a blur, but one thing stood out: without treatment, their little girl might not live to see her second birthday.

“Our whole world came crashing down,” Adriana remembers. “We had been so happy, and now, suddenly, we were being told we might lose her. I remember driving home, watching the world outside carry on as if nothing had happened, and I couldn’t understand how it could. How could everything still be the same when our world had just fallen apart?”

The fear was overwhelming. Alessia, who had seemed so alert and full of life, was now facing a terrifying reality. Her muscles would progressively weaken, and eventually, she would not be able to breathe on her own. It felt like there was nothing they could do.

“I wanted to crumble,” Adriana says. “But I knew I had to be strong for Alessia. I needed to do whatever it took to give her a chance. No matter how impossible it seemed.”

Alessia became the first child in Australia to receive a new gene therapy for SMA. That one injection gave something Adriana and Adam never thought they’d have again - hope.

But even with this glimmer of hope, the night before the treatment was filled with fear and uncertainty. Adriana lay awake, terrified of what the future held. What if it didn’t work? What if this was their only chance?

“Watching her in that hospital bed, with the treatment flowing into her tiny body, all I could think was, ‘Please let this work. Please let this save her.’”

And then, a miracle happened.

Alessia went home the very next day. Today, Alessia is six years old—still curious, still full of life, and with a love for puzzles. She’s living the life her parents feared she’d never get to experience, and it’s all thanks to research. Before the availability of this gene therapy, children with severe SMA didn’t make it to their second birthday.

But the fight isn’t over. While gene therapy saved Alessia’s life and has given her the gift of a normal childhood, there are still so many children who won’t have that same chance.

Some children are not eligible for the current SMA gene therapy. This is why, right now, researchers at Children’s Medical Research Institute in Westmead are working tirelessly on a new gene therapy - to make sure that no child is left behind.

“We owe everything to research,” Adriana says. “If Alessia had been born just a few years earlier, she wouldn’t be here with us today. But now we get to watch her grow up. I can’t imagine what I would have done if I had been told she was not eligible for the gene therapy.”

Right now, CMRI researchers are working to develop new treatments that can help children who do not meet the requirements to access the available treatment for SMA.

Imagine being told, “There’s a treatment, but your child is not eligible for it.”

If you’d like to donate to the work being done at Children’s Medical Research Institute in Westmead visit: https://www.cmrijeansforgenes.org.au/get-involved/appeals/alessia

Children’s Medical Research Institute (CMRI) is an award-winning state-of-the-art medical research organisation dedicated to researching the genes and proteins important for human development, health and disease. Affiliated with the University of Sydney, CMRI is supported in part by its key fundraiser Jeans for Genes® and the Luminesce Alliance and is located at Westmead, a major health and innovation precinct in Sydney, NSW, Australia.

Article By Graham Spring

Manufacturing businesses constantly face the dual challenge of driving growth while meeting stringent environmental standards. With rising interest from both consumers and regulatory bodies, adopting sustainable operational practices has never been more crucial. Staying proactive not only positions your manufacturing business ahead of the curve but also brings about potential cost savings, mitigates risks and boosts stakeholder confidence. As new regulations loom, embracing sustainability has shifted from being a choice to an imperative.

Measuring sustainability poses significant challenges due to its complex, multidisciplinary and often subjective nature. However, with the support of Environmental, Social, and Governance (ESG) indicators, a company’s sustainability performance can be more accurately assessed. There’s no universal strategy when it comes to ESG indicators, so businesses need to identify those that align most closely with their specific operations. Given the rapid advancements in climate change, manufacturing businesses are gearing their sustainability focus toward measuring and managing their carbon output.

Carbon accounting

Accurate carbon accounting allows organisations to analyse their carbon footprint by source and identify the areas of their operations or supply chain that contribute the most to emissions. This can facilitate decisive action to mitigate these impacts and prepare for upcoming regulatory requirements. Middle-market businesses are increasingly adopting a focus on the climate impact of their organisation’s activities as a critical factor in their supply chain management and stakeholder communications.

To be certified as carbon neutral, your entity must comply with the Climate Active Carbon Neutral Standard. This process begins with applying for and maintaining a license agreement with Climate Active. Then calculating your organisation’s GHG emissions to determine your carbon footprint. Next, developing and implementing an emissions reduction strategy. Any remaining emissions can be offset by purchasing carbon credits. Your carbon neutral claim is then independently validated by a third party. Finally, once Climate Active has assessed all reporting documents, certification is granted.

Why is it key to business strategy?

Governments worldwide are implementing various policies such as emissions trading programs, energy taxes, and emissions and energy efficiency regulations to reduce carbon emissions. In Australia, mandatory climate-related financial disclosure for manufacturing businesses will begin in phases starting on 1 January 2025 for large entities, with smaller and middle-market businesses required to report from 1 July 2027. Even if your business in Australia isn’t directly facing carbon emission regulations, your supply chain partners likely are or will be soon. These regulations will have significant operational impacts, making it critical for manufacturing businesses to be prepared.

Stakeholders and investors are also becoming increasingly interested in how organisations are positioned in this area relative to their competitors. To remain competitive and succeed in the long term, Australian manufacturers are starting to better understand and manage their carbon emissions for several reasons, including:

Managing and reporting your emissions is crucial to maintaining partnerships and staying competitive in a world where sustainability is increasingly critical.

Undertaking a Carbon Accounting Assessment

When assessing a business’ carbon output, the approach should address the following four key factors:

1. Scope: Establishing a baseline and defining operational boundaries including the identification of direct and indirect emissions.

2. Measure: Collecting and reviewing datasets based on well-established practices and Carbon Protocol standards.

3. Strategy: Minimising your climate impact including operational efficiencies, supply chain, procurement and waste reduction improvements.

4. Reassess: Ongoing reporting for performance evaluation, regulatory compliance, and strategic realignment opportunities.

Integrating sustainable practices is essential in today’s eco-conscious world, especially with impending regulations. Managing your carbon footprint not only aligns with global standards but also positions your manufacturing business as a leader in sustainability. This approach enhances your brand, satisfies stakeholders and ensures compliance. Contact your local William Buck advisor to learn how our Carbon Accounting services can help you navigate the complexities of carbon accounting and sustainability reporting and support your journey toward a sustainable future.

Graham Spring

Without doubt, Graham is not the person to see if you just want to talk debits and credits. He provides his clients with different perspectives on how to improve and add value to their circumstances, and thinks that the best results are achieved when you look outside the standard parameters.

Learn more about Graham Spring

We are delighted to share that Rubal Walia from PwC Australia has joined our board. With deep roots in the region, Rubal is truly passionate about its dynamic growth and the exciting opportunities ahead. He brings 14 years of invaluable expertise, advising clients across diverse industries, with a particular focus on privately owned businesses and their owners.

Please join us in welcoming Rubal Walia.

Rubal Walia  |  Partner  |  PwC Australia

Western Sydney Business Connection Committee

Rubal is a Partner at PwC Australia with 14 years of experience advising clients across a wide range of industries, with a focus on privately owned businesses and their owners.

Having grown up in Western Sydney, Rubal has a deep connection to the region and is passionate about its dynamic growth and future potential. His clients range from small and medium enterprises to large multinationals, and he provides tailored advice on income tax related matters to support the clients' needs and strategic goals.

Rubal holds a Bachelor of Commerce (Accounting) and a Bachelor of Laws from Macquarie University and is a member of Chartered Accountants Australia and New Zealand.

Rubal’s recent experience includes:

• Advising clients on the most appropriate structures for acquisitions, divestments, and business operations to support long-term success;
• Providing strategic advice on international tax matters, including cross-border transactions and compliance;
• Restructuring privately owned groups to enhance asset protection, enable future growth and expansion; and
• Successfully guiding clients through ATO audits and review programs.

Rubal is committed to supporting the growth of Western Sydney businesses while also advising multinational clients on complex tax matters. His deep ties to the Western Sydney community and his excitement about the region’s future are at the heart of his work.

We are pleased to announce that Bradley Mooney has joined the Western Sydney Business Connection (WSBC) as our new General Manager. Bradley's extensive expertise in business management, strategic planning, and operational excellence will be instrumental in steering WSBC to greater success. 

With a distinguished career spanning senior roles across multiple industries, including his most recent tenure in the Construction sector, Bradley is a proven leader. His pragmatic approach, coupled with a comprehensive understanding of market dynamics and best operational practices, has consistently delivered strong performance across diverse business environments. Bradley's commitment to fostering sustainable growth, combined with his adeptness in commercial strategy and stakeholder engagement, positions him to effectively lead and expand WSBC’s strategic initiatives.

Bradley’s focus on enhancing operational efficiency and executing member-centric programs aligns seamlessly with our mission to advance the business interests of the Western Sydney community. His proven track record in managing complex business operations underscores his readiness to bring robust, impactful leadership to the organisation.

Bradley has a deep understanding of Western Sydney's business landscape; having grown up, studied, and spent much of his professional career in the region. 

Bradley officially commenced his role on Wednesday, 6th November.
The Board and I are confident that his leadership will enhance the value WSBC provides to its members and further reinforce our position as Western Sydney’s premier B2B networking organisation.

Below are Bradley's contact details so that you can easily connect with him:

Bradley Mooney  |  General Manager
E: bmooney@wsbc.org.au 
M: 0424 718 441
M: 0456 304 352 (Temp)

We appreciate your continued support and look forward to strengthening our offerings across Western Sydney with Bradley's leadership.

Thank you for your valued partnership with us.

Meanwhile, look out for some exciting announcements about our events and new initiatives for 2025.

Warmest regards,

Brendon Noney

Brendon Noney | President
Western Sydney Business Connection

On 26 August 2024, the new workplace ‘Right to Disconnect’ rules came into effect.

These new rules were introduced as part of the second wave of sweeping ‘Closing Loopholes’ reforms to the Fair Work Act 2009 passed by the Federal parliament in February 2024.

Also included in this second wave of reforms were:

Despite the fact that the Right to Disconnect rules were passed by parliament over 6 months ago in February 2024, the weeks leading up to the commencement of the rules saw a flurry of media reporting about the potential serious impact these rules were likely to have on employers and businesses.

In order to ensure that employers and businesses properly understand the new Right to Disconnect rules (and the rights and obligations arising from those rules), it is necessary to ‘bust’ the main media myths and narratives surrounding these rules.

MYTH – Employers can no longer contact Employees outside their ordinary working hours

The main media narrative surrounding the Right to Disconnect rules is that employers will no longer be able to communicate with their employees outside of employees’ ordinary working hours.

Although the Right to Disconnect rules seek to regulate out-of-hours contact between employers and employees, the rules do not prevent or even restrict employers from contacting and/or sending out-of-hours communications to their employees.

What the Right to Disconnect rules do is confer a positive workplace right on an employee to refuse to monitor, read, or respond to contact, or attempted contact from the employer (or a third party relating to the employee’s work) outside of the employee’s ordinary working hours, unless the employee’s refusal is unreasonable.

In other words, if an employer contacts or sends communications to an employee outside of the employee’s working hours, the employee is free to either respond or not respond to that contact or communication. However, where the employer wishes to challenge or discipline the employee in relation to their refusal to respond to the contact or communication, the employer must establish that the employee’s refusal to respond was unreasonable in the circumstances.

By way of example, it may be reasonable for an employer to contact an employee after hours (and expect a response):

Additionally, the Right to Disconnect rules do not prevent an employer from sending communications to employees outside of the employees’ ordinary working hours where it is understood that the employee may read and respond to the communication when they next return to work.

Finally, the Right to Disconnect rules confirm that any contact required to be made outside an employee’s ordinary working hours pursuant to a Commonwealth, State or Territory law is always reasonable in the circumstances.

MYTH – The Right to Disconnect only provides rights for Employees

Although the Right to Disconnect rules are primarily drafted and framed as a right for employees, the rules nevertheless provide rights and remedies for employers where employees refuse to monitor, read and respond to contact and communication outside of their working hours.

Where an employee unreasonably exercises this right, an employer may make an application to the Fair Work Commission to deal with a ‘Right to Disconnect dispute’ (albeit only after attempting to informally resolve the dispute with the employee at the workplace level). The Fair Work Commission is empowered to resolve such disputes through conciliation or mediation, by making recommendations or expressing opinions, or via formal arbitration.

In the case of arbitration, where the Fair Work Commission is satisfied that the employee is unreasonably refusing to monitor, read or respond to contact or attempted contact and there is a risk the employee will continue to do so, the Fair Work Commission can make an order directing the employee to stop unreasonably refusing to monitor, read or respond to the employer’s contact or attempted contact.

Critically, where the Fair Work Commission issues a ‘stop order’ against an employee and the employee continues to refuse to monitor, read or respond to the employer’s contact or attempted contact, the employer would be entitled to take appropriate disciplinary action against the employee. Any decision to dismiss an employee for breaching a stop order would likely constitute a valid and fair dismissal (provided that procedural fairness was afforded to the employee before the dismissal took effect).

Further, where the Fair Work Commission determines that an employee’s refusal to monitor, read or respond to the employer’s contact or attempted contact was unreasonable, any complaints or inquiries made by the employee about the requirement to be contacted or respond to such contact may no longer be seen as the exercise of genuine ‘workplace rights’ and thus may help the employer defeat a General Protections claim.

MYTH – The Right to Disconnect will hurt Employees with predominantly casual workforces

Despite significant media attention around the potential impact of the Right to Disconnect rules on business and industries with predominantly casual workforces, it is unlikely that casual employees will regularly exercise the right to refuse to respond to out-of-hours contact by an employer in relation to rostering arrangements and shift requests.

Although the Right to Disconnect rules give employees the right to refuse to monitor or respond to contact from their employer outside the employees’ working hours, as noted above this right is not unrestricted and must be exercised reasonably in the context of the employees’ position and duties.

Where employees are engaged on a casual basis and are regularly required to attend for shifts at short notice, it is reasonable to expect employers to contact those casual employees outside of ordinary working hours (e.g. overnight or early in the morning) from time to time. Further, it is reasonable to expect those employees to respond to that contact (i.e. by either accepting or not accepting requests to work shifts) as soon as reasonably practicable so that the employer can make further inquiries with its other casual employees if and as required.

As a practical matter, it is also unlikely that casual employees would refuse to read or respond to out-of-hours contact by the employer about work requests, since refusing to do so would deny those employees of shift opportunities and therefore further earnings.

Although it remains to be seen how the Fair Work Commission will arbitrate and determine disputes between employers and casual employees, it is likely that the Fair Work Commission will consider the need to read and respond to out-of-hours contact as a necessary feature of casual employment and an implied contractual obligation for casual employees.

Action Items

In summary, despite all of the media reporting that suggested otherwise, the new Right to Disconnect rules will not destroy the modern business landscape as we know it. Nevertheless, employers and business must familiarise themselves with the new rules and remain vigilant of the new rights and obligations introduced by the rules.

To ensure compliance with the new rules and minimise the prospects of employee disputes, employers and businesses MUST:

Questions/Assistance

If you have any questions in respect of the above or would like any other employment related assistance, please contact our Matthews Folbigg Workplace Solutions employment law team.

DISCLAIMER: This article is provided to readers for their general information and on a complimentary basis. It contains a brief summary only and should not be relied upon or used as a definitive or complete statement of the relevant law.

Liability limited by a scheme approved under Professional Standards Legislation.

Have you ever found yourself connecting easily with some people, but struggling to communicate effectively with others? That no matter how many times you explain things to some people they just “don’t get it”, or they take offence, even when you are extra careful about how you say things to them.

The truth is, we all have communication preferences based on our personality type. The Birds Communication Profile is a stand out model for enabling you to communicate well with everyone. Not only does it divide personalities into four easy-to-remember birds, highlighting the strengths and weaknesses of each, it also drills down to give you a communication blueprint for each person:

 Owls are detail-oriented and value precision.

 Peacocks thrive on social interaction and creativity.

 Eagles are decisive, driven, and focused on results.

️ Doves prioritize harmony and are highly empathetic.

Most people make the mistake of communicating the same way to everyone to be fair and consistent. As a result, many of their conversations are ineffective and often lead to misunderstandings and conflict.

The best leaders and communicators adapt their style to suit the person they’re speaking to. The Birds Communication Profile Workshop is the key to mastering this.

How The Program Works

The Birds Communication Profile Workshop is a one-hour live workshop run in person or via live stream, for up to 30 staff. During the workshop, participants will:

• Take the Birds Personality Quiz
• Discover the pros and cons of their natural personality style
• Identify the other ‘Birds’ in their team
• Learn the do’s and don’ts of communicating with each bird type
• Get communication blueprints so that you speak the ‘right language’ for each bird
• Ensure you get the outcome you want, without negative reactions and emotion.

How to Get Started

Are you ready to turn every interaction into a productive and meaningful conversation? Call World Class Teams today to learn more about how the Birds Communication Profile Workshop will improve your business results.

  Book a chat with our team - https://calendly.com/michelle-wct/15min

 ☎️ Call 1300 085 248 

 ✉️ Email info@worldclassteams.com.au

Every year in October, Australia’s bike riding community rallies together for the Great Cycle Challenge which raises money for research into childhood cancer – with the simple aim of saving more lives.

The Great Cycle Challenge is a major fundraiser for the work done at Children’s Medical Research Institute in Westmead. Since 2013, riders have raised more than $40 million to help scientists work on a personalised approach to children’s cancer diagnosis and treatment.

Scientists want to change the lives of kids like Annabelle. The gorgeous three-year-old came home from preschool one day with a lump on her head after a fall. Her parents, Mel and Brendan, weren’t concerned until it developed into a sore, and then suddenly, she came out in bruises all over her legs.

“We had a new puppy, so we didn’t think too much of it. But when the doctor saw her bruises he said, ‘I’m sorry I hope I’m wrong but that is a telltale sign of leukaemia’.’’

Brendan said they were just shellshocked, and within 24 hours she was having a lumber puncture, spinal tap, and had started chemo.

“Even then, I just kept thinking that someone was going to tell us they got it wrong,’’ he said.

The good news for the family was that they had caught it very early, and since then, Annabelle has been taking oral chemo tablets at home, as well as weekly chemo at hospital, and is starting a new clinical trial shortly, which her family has been told may increase her survival chances by an extra 10%.

Despite the challenges she’s faced, Brendan tells beautiful stories of how easily Annabelle has adapted to her new normal. When the family recently made the tough decision to shave her head, Annabelle said her “hair had gone on holiday – to Melbourne’’. She has also nicknamed her nasal tube “spaghetti – like it’s her friend’’.

Brendan’s best friend Tony has been riding in the Great Cycle Challenge for many years, choosing to ride over 24 hours as his own personal goal. This year, the two friends will ride and fundraise together.

“I look at the timeline of how fast Annabelle was diagnosed and treated and it’s amazing,’’ Brendan said. “We still have a long road ahead of us, but it’s exciting that she’s been offered this new treatment that improves her chances - and that’s because of research.

“We can always do more to help these kids, and the only way we will do that is through research and development.’’

We are calling on all Australians to sign up, choose how many kilometres you’d like to ride throughout the month of October, and raise funds to help kids like Annabelle. Find out more and register for free at: greatcyclechallenge.com.au

Gather your colleagues, dress to impress, and celebrate Melbourne Cup 2024 in a stylish and vibrant setting.

Watch the races live on the big screen on our dedicated outdoor deck or enjoy the atmosphere from our comfortable indoor space.

Indulge in our Special Race Day Platter, available for $89 per person, featuring premium meats, gourmet sides, and fresh accompaniments.

Receive a complimentary beverage on arrival, with a choice of three exclusive Race Day-themed cocktails.

For all enquiries, please speak to a member of our team at +61 2 9685 0340 or email events.prsyp@parkroyalhotels.com

Date & Time

Tue 5 November, from 12:30pm

Click here to book now