People are a Package

People are a Package

In this podcast episode, Suki and Tayla are joined by Wilmi from Sappin to explore the latest support systems for working parents and delve into new research findings on this topic. The discussion highlights the multifaceted nature of our professional lives, recognizing that beyond being employees, we are also sons, daughters, partners, parents, and grandparents. The hosts emphasize how our personal experiences shape our identities and behaviors in the workplace. Tune in to join the conversation on the intricate interplay between personal and professional aspects in what the hosts aptly term the ‘people package deal.’

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Full Show Trascript

Naomi Moodie: Welcome to today’s episode of conversations that connect with seeking Taylor from Montague group. So today we are talking to Wilmi. Am I pronouncing that?

Naomi Moodie: yeah, okay, just

Wilmi Dippenaar: Tell me that but he’s fine.

Suki Stander: I’ll teach you Africans.

Naomi Moodie: Okay, that’ll be another episode. Who is partnering with you guys through her?

Wilmi Dippenaar: Okay.

Naomi Moodie: Organization. So yeah welcome.

Wilmi Dippenaar: Thanks, Naomi.

Suki Stander: Completely thrilled to have you here for me. Maybe just a little bit of background for me is currently sitting in a beautiful city called George in South Africa,…

Tayla Allan: very excited

Suki Stander: which is in the Western Cape and Romy and I met A few years ago only we went to how many no good.

Wilmi Dippenaar: I don’t even remember.

Suki Stander: It feels so long.

Suki Stander: Villas met and yeah, but the work Wilmi does and where her passion and hot allies for people it’s just inspirational. So it was a no-brainer when we were looking for organization that we wanted as Montague group to support. It was a brainer to look at something the organization that you’re That the position director.

Wilmi Dippenaar: Yes. It’s that same.

Suki Stander: Yes. Do you want to tell us a little bit about sapon and…

Wilmi Dippenaar: Thanks again.

Suki Stander: what you do?

Wilmi Dippenaar: Yes, I would love to and thanks for the opportunity. It’s really great to chat to you guys. I love this informal church that just happened and…

Suki Stander: Yes.

Wilmi Dippenaar: I think I was sort of trying to say what is the connection between a recruitment company and seven and seven is the acronym for the South African parenting program implementers Network quite a long shrill, but I think if we look at it from a holistic approach, then we are connected and everything that involves the development the optimal development of children connects to Parenting or families or whatever. You want to call the community that children grow up in so yes, there definitely is a connection between that so seven stories in 2017. It was one of those things that happened.

Wilmi Dippenaar: we were part of violence prevention forum and you can Google that. It’s a very very interesting Forum that started in South Africa to find solutions for violence on different levels and they were government officials researchers nonprofit organizations corporates coming together and to this day they still do twice a year to discuss what are possible solutions to violence.

Wilmi Dippenaar: And then after this one specific violence prevention Forum in 2017, three of them nonprofit Representatives come together and say yeah, but we feel as if our voice isn’t being heard and we feel as if maybe we’re a bit scared to talk in this bigger group with government, all these high-powered people and they miss it. But what if we get together and stand together, then we can actually enhance our voice within the Forum and that’s how it started just by this need that was identified. So in 2018, I think we’re five or so organizations that got together for the first time and say but What is it that we actually want to do and what is it actually that we want to achieve and out of this is our seventh year that we’ve been working together based on relationships. So we both really deep relationships with each

Wilmi Dippenaar: other with our bigger Community but mostly with our clients and to bring that to the other sectors to say parenting touches all the different aspects of life, so we only became a registered formal entity last year enough last year and then I started working full-time for supper before that. I was director of Community Based. for organization close to George Yeah, so to sort of give somebody else the opportunity to move in there and for me to focus on a permanent basis. Yeah, and that’s how we started. Was that the question.

Suki Stander: That’s the question and…

Tayla Allan: .

Suki Stander: I love the background that it’s when you guys got together the three organizations saying we’d like our voice to be heard. You had no idea where it would lead.

Wilmi Dippenaar: Yeah. Absolutely.

Suki Stander: But there was obviously correct and there was a need for that and I think we’ve from our side because of covid I mean People that have been working. I’ve always been parents. It’s not like covering all of a sudden you became a parent, but it’s like covid put a spotlight on it…

Wilmi Dippenaar: but

Suki Stander: because people were able to work from home.

Suki Stander: And still do their job better than they used to be able to but also be a mum also be a daughter also be a granddaughter and…

Tayla Allan: Yeah.

Suki Stander: still be part of the community. So it was sort of a spotlight that was Shawn onto it and I think like I said to you the other day, we ran a poll just as a parent when you’re moving jobs what’s important for unit was really interesting. To see I…

Wilmi Dippenaar: 

Suki Stander: if we ran that same poll. What three years ago five years ago, I think it would have been a different outcome.

Tayla Allan: Yeah.

Suki Stander: So the spotlight has correct and…

Wilmi Dippenaar: Yeah.

Suki Stander: the spotlight has been shown on the parenting side of it and Again, it’s not like it wasn’t there. It’s always been there and we feel very strongly that when we recruit somebody. We’re recruiting a package. We’re recruiting a wife into an organization that will be reporting to a son a daughter or…

Tayla Allan: Yeah.

Suki Stander: a wife. So it’s this Dynamic environment the whole time where

Suki Stander: yeah, Not all organizations are always very aware of it that that is baggage that comes with people is this stuff that come with it life really like that happens with it. No, go ahead.

Tayla Allan: and although you sorry Suki and I said although you can always say you leave your Personal issues at the door when you do come to work. Sometimes you can’t do that. Especially when that’s your life that’s happening at the moment and…

Wilmi Dippenaar: no, thank

Suki Stander: No.

Tayla Allan: it could be my new or huge that You’re not there at work. And I think that. You need to be a little bit more. Open to the fact that you do recruit a family not just one person.

Suki Stander: Yeah.

Tayla Allan: So I think it all ties in with what’s up and does and what we look for in a candidate as well.

Suki Stander: Yeah, Prime example Naomi you’re in Ballarat area and you’ve been outside of your house. From what almost two weeks…

Tayla Allan: mmm

Suki Stander: because of the fires.

Naomi Moodie: Yeah on and…

Naomi Moodie: off over the last week. Yeah.

Suki Stander: And that’s worrying about family worrying about pets worrying about your house. worrying about work Yes.

Naomi Moodie: Yeah, how am I going to maintain work? And managing that stress at work. I mean the whole reason I go to work is for my family. So yeah, it was a tricky.

Wilmi Dippenaar: Of course.

Naomi Moodie: Yeah tricky thing to manage and…

Suki Stander: mmm

Naomi Moodie: there was no way that I could go to work and just leave it out the door. So sometimes I think yeah you really appreciate having a manager or…

00:10:00

Tayla Allan: Yeah.

Naomi Moodie: a boss who says I can see that you’re going through something with your family and that needs to be your top priority…

Tayla Allan: Yeah.

Suki Stander: Yeah.

Naomi Moodie: because not every manager or employer. Does that or…

Suki Stander: Correct, correct. Yes.

Naomi Moodie: says yeah.

Tayla Allan: even with I understand Like you may not understand…

Naomi Moodie: Yeah.

Tayla Allan: but just saying that you’re like, okay, that feels better.

Suki Stander: Yeah, somebody sees me.

Naomi Moodie: Yeah.

Tayla Allan: Exactly. Yeah.

Suki Stander: right Call me.

Suki Stander: I wanted to ask in another this might be very South African based data, but in terms of interesting findings that and I know you guys are focusing on fatherhood as well. Not just mums, but the whole family and their holistic unit and sometimes it’s not as easy as a mom and a dad and children. It’s way more complicated than that. Whatever. Yeah, what are the interesting things that’s come out obviously with your experience with the non-for-profit Community Based organization that you were with and now sap and who sits across a lot of these. Community-based organizations and you’re getting a bit of a bigger view. what do you finding?

Wilmi Dippenaar: Sure, that is a really really difficult question because I would need about 10 and a half hours just to scratch the surface of what?

Suki Stander: Okay.

Wilmi Dippenaar: I think it’s reflecting on the conversation that you guys were having there is a very slow but definitely shift away from packaging Our Lives into different aspects into having a more holistic approach about our lives.

Suki Stander: Yeah.

Wilmi Dippenaar: And I think that’s a very very valuable way to look at people from a holistic perspective. Just say you said if somebody’s daughter or somebody’s mom or you are not an individual on an island you part of a community and I love how you don’t Define a family as your traditional family for their mother because families are so many different communities that either choose me together or…

Suki Stander: Correct.

Wilmi Dippenaar: or together through blood or whatever. So I think that is one of the things Taylor you were talking about you cannot leave your things. Sometimes you cannot leave it at home, but something like How you grew up…

Tayla Allan: Yeah.

Wilmi Dippenaar: where you grew up the intergenerational trauma that you carry with in you bring into a workplace and…

Tayla Allan: Yeah.

Wilmi Dippenaar: that influences the way you do conflict. So if your manager or…

Suki Stander: Yeah.

Wilmi Dippenaar: the person you are working with Don’t understand those things that you bring to work with you. It makes it really hard to have conflict in a way that is positive and concrete positive change within your workplace. So that’s just one of the aspects and I think it is slowly happening but it is like a huge ship that has to be turned and it will take a lot of time not look at a person with different. This is your physical sector. This is your work. Financial but as it’s so intertwined we cannot really take the one from the other so I would say definitely that there is much research on children’s development. and how parenting

Wilmi Dippenaar: Styles or whatever influences how children grow up and they development and of course the other side of the coin as well if there is broken parenting. I don’t know how we can call it that is the respectful to parents because we’re absolutely believe that parents are doing the best that I can and a very difficult circumstances. I think about my own life. I’m a parent and it’s really really hard and now it’s easier because my children or adults between that was small sometimes I was really scared of those little things and I had so many privileges I didn’t for once had to worry about way the food on the devil was coming from so…

Suki Stander: yeah.

Wilmi Dippenaar: if you so many things that influences the way that you parent but you’re still doing the best that influences the way your children will grow up and Development will they able to perform well in school.

Suki Stander: Yeah.

Wilmi Dippenaar: Will there be able to find a job or study further? Will they be able to express emotions in appropriate way so many things so if you’re interested I can share I don’t know…

00:15:00

Tayla Allan: mmm

Wilmi Dippenaar: if you have a platform we can share these research articles, but it’s very very interesting…

Tayla Allan: What?

Wilmi Dippenaar: if you can take that and then make it applicable to violence prevention for instance because we feel parenting is one of the best ways to prevent violence. But if you have secure parents who have addressed their own trauma, they will be more aware of their children’s. proceed And we are yeah,…

Tayla Allan: 

Suki Stander: Correct.

Wilmi Dippenaar: so I think those are two things that I can just quickly mention but as I say they are so many things that be quite we become aware of and also I think connecting to your world recruitment the workplace. I think there is more of an openness.

Suki Stander: mmm

Wilmi Dippenaar: I see Biko preds who encourage people to take. A family day or…

Tayla Allan: Yeah.

Wilmi Dippenaar: to work on things or…

Suki Stander: Yeah.

Wilmi Dippenaar: to become involved with other parents that sort of things. So we’ve read I think that is really very very positive. Okay for now.

Suki Stander: Yeah.

Tayla Allan: I love the way that you just think about things it’s so me I’m not a parent…

Suki Stander: except

Tayla Allan: but the way that you express everything can you say it in a way that is just beautiful if that’s the word that you could describe it But yeah,…

Suki Stander: That’s the word.

Tayla Allan: it’s really lovely to listen to in the way that you think about sort of the different. aspects of it all.

Suki Stander: and I think the…

Wilmi Dippenaar: Thank you.

Suki Stander: because I know in We as an Australian Community are extremely blessed and…

Tayla Allan: Yeah.

Suki Stander: in the sense that There’s very few people that wonder where food’s gonna come from tomorrow in terms of percentage wise compared to South Africa.

Tayla Allan: Yeah.

Suki Stander: But I think the issues. Doesn’t matter if you’re a really rich family with a lot of resources or a very poor family with very little resources the dynamic and these certain things that stay the same and…

Tayla Allan: Yeah.

Suki Stander: I think it’s that mental health.

Wilmi Dippenaar: But absolutely.

Suki Stander: At the end of last year. We spoke about mental health and just being aware that you’re also responsible for your own mental health, and there’s so many places available in Australia that you can contact and can reach out to but I think that the first Contact is a mum a dad a sister and…

Tayla Allan: Yeah. family member

Suki Stander: Aunt somebody in the community. Or maybe it’s a colleague. Maybe it is a boss that sees that you’re struggling because they know that you usually like this and all of a sudden things. This is happening. So what’s up,…

Tayla Allan: Yeah.

Suki Stander: what’s changed? what’s happening in your world for you?

Wilmi Dippenaar: Yeah.

Suki Stander: So it’s probably just an awareness. of that But that takes a special person You need to be switched on and want to be switched on. Yeah, that’s the other side of it one. No.

Wilmi Dippenaar: That’s one. And now we’ve started a process at my previous workplace. for your copy a processes that you have every three or six months instead of just focusing on work related performance indicators is to work on personal performance indicators. Again, they’re realistic approach and also as one of the process to do a compassion satisfaction selfies To be able to identify…

Suki Stander: What?

Wilmi Dippenaar: if your staff members are struggling and then to be able in that aspect to help them or refer them to more help and support and…

Tayla Allan: Wow.

Wilmi Dippenaar: I think four of that process LED and when you said mental health, I wanted to chirp in again and say ballistic health because it’s so in intertwine.

Suki Stander: Yeah.

Tayla Allan: Yeah.

Wilmi Dippenaar: So we’ve started with a research project that it’s amazing how these things happen. Somebody says something and then you connected to that thing and then you sit with all Jewish. this one organization was starting to do research with the new school in New York. And another organization was starting research with a funder in America and we just said why don’t we bring all of this together and it was focused on exactly what you’re talking about now is in a care economy because that’s what we do. We’re in the care economy. What is the price that Frontline workers and managers have to pay The Compassion fatigue the burnout vicarious trauma moral injury to identify that and say what most of members doing at the moment. for self

00:20:00

Suki Stander: Wow, yes.

Wilmi Dippenaar: But publish is that enough and supplement works on our foundation is principles and values and one of our principles is that you have to have a spot of your programs reflective supervision. But now we’re saying is reflective supervision enough or…

Suki Stander: No.

Wilmi Dippenaar: do we have to say all people in the care economy needs vitamin B supplements. so again you together to say…

Tayla Allan: mmmm

Wilmi Dippenaar: what is really helping and it’s not just for the care economy because if you are working in I can’t think of a shop that you’re having in Australia anyway, but you also work with people you also.

Suki Stander: Break them.

Wilmi Dippenaar: Yeah The same things that you experience in a lesser degree you have in retail or corporate or things like that? So that was just sort of interesting to see we have to care for each other,…

Suki Stander: Yeah.

Wilmi Dippenaar: but that’s built on. And tell her like you said you have to be open to that that sort of decide…

Tayla Allan: Yeah.

Wilmi Dippenaar: but can we bring in something else to support you in a holistic way not just to focus on your performance here in the work blood.

Suki Stander: Yeah. Yeah.

Naomi Moodie: What an amazing workplace culture that would be or…

Tayla Allan: Yeah.

Suki Stander: Absolutely.

Naomi Moodie: noted so loyal.

Wilmi Dippenaar: Absolutely.

Tayla Allan: 

Wilmi Dippenaar: yeah, and…

Suki Stander: Correct.

Wilmi Dippenaar: also you can see with

Wilmi Dippenaar: Code designed a program that focuses on Family Violence prevention and what makes a program unique is that it is implemented in a workplace. So your first successions is around what you can do for intimate partner violence. And the last six session is focused on what you can do to focus on your children for instance to redirect their attention instead of smacking them something like that. and what finally in that workplace was that there was less absenteeism people had better conflict resolution So the atmosphere in the workplace improved because of this family violence prevention program, so

Suki Stander: Unbelievable

Tayla Allan: yeah, that’s

Wilmi Dippenaar: Way that people interact with each other satella when I don’t have children. It’s okay, maybe one day you will maybe you won’t but you interact people every single day and…

Tayla Allan: yeah.

Wilmi Dippenaar: if you’re aware and use these principles. Then you have exactly the same impact into people’s lives.

Tayla Allan: Yeah, and then that will also stem back to the children because it’s like that monkey do kind of thing as well. if they see how their parents. deal with conflict and Stress or violence or something like that, then they will also have the principles on how to do that correctly. And what’s going to be the best for them, too. So, yeah.

Wilmi Dippenaar: Absolutely.

Suki Stander: Yeah having an example. That’s fascinating for me.

Tayla Allan: exactly Yeah.

Suki Stander: I didn’t know that that’s some really interesting taking but it’s principled like you said it boils down to principles and values. and if it’s a principle you should be able to use it in multiple scenarios and…

Wilmi Dippenaar: Yeah.

Suki Stander: multiple situations.

Tayla Allan: mmm

Wilmi Dippenaar: Goodling. Yeah.

Suki Stander: In terms of exciting stuff what you guys are doing at the moment. I know that there’s this big week in South Africa you call it an indaba, but it’s a big conference coming up. I’ve told Tayla about the word in Darbar and

Tayla Allan: amazing

Wilmi Dippenaar: Yeah, beautiful, right?

Suki Stander: This is coming up for you at the moment what other exciting things are happening?

Wilmi Dippenaar: Yes.

Wilmi Dippenaar: You okay, meaning many exciting things but you start with the father who does a role in daba. I think What we? Experience is that fathers are absent and it’s been primarily the mother’s role traditionally and I think worldwide the mother is the primary caregiver and then a lot of times in South Africa for this or not. Great and we sort of last year realized. There’s a lot going on in the fatherhood sector a community of practice was established.

00:25:00

Wilmi Dippenaar: That we’re talking about the new state of the father that is coming out now in this year to say what is happening in South Africa research has been done and then we had a family zindabad at the end of last year. A lot of the conversations was where the fathers what is happening in for this hearts. And then we said let’s have a two-day workshop that we plan for two years ahead of time. But for our members to simulates Market bigger and invite other people from other sectors as well because this is a question that people are struggling with so on the 18th and…

Suki Stander: Yeah.

Wilmi Dippenaar: 19th of March. We have a two-day immersive interactive experience and we’re gonna start with a deep democracy. I would say to understand our Experience and perspectives and perceptions around for our own fatherhood. Even though I’m not a father, but I also have experience of fatherhood and then how that influences us. So that on the second day we will go into two panel discussions. we have panelists to talk from their perspectives and then a second panel who talks about the research that has been done things that is happening in South Africa around for the hood. Then we use the open space technology. If you don’t know what that is. I’m going to send you lots of information because it’s an amazing amazing way to work do conferencing.

Wilmi Dippenaar: Instead of having an agenda for the conference is to have an open agendas. So we don’t know what we’re going to talk about. I had a conversation with one of the panelists and she says what do you want me to talk about? I don’t know. It’s like We’re not good.

Suki Stander: We’ll see.

Tayla Allan: Yeah.

Wilmi Dippenaar: But the inner there so the participants in Dava. They actually decide we’ve heard this we’ve experienced this. This is what we want to talk about. So then we have eight Breakaway sessions where people then talk about those things that they feel is important. And this is specific way of doing it Accord.

Wilmi Dippenaar: To those open specific knowledge. And then after that we take all of the information that we received all of the experiences that we had and then author research article around for the hood and make that available in South Africa as the collective experience this process. This will then be in the state of the fathers that comes out in October but it also influences programs. It influences.

Suki Stander: Yeah.

Wilmi Dippenaar: Not just for the work but mother work as well because what happens a lot in South Africa and I think it must be happening everywhere in the world. Is that mothers or grandmothers or the guide keepers? so a lot of times fathers are absent because the mothers or the grandmothers decide that and…

Suki Stander: Yeah.

Wilmi Dippenaar: that’s one of the process that we want to establish is…

Naomi Moodie: Yeah.

Wilmi Dippenaar: what is happening in the broader context not just For this or bad because they’re absent. that isn’t the case again.

Suki Stander: Yeah.

Wilmi Dippenaar: We absolutely choose to believe for this or doing the best that can and know how so that’s the first thing that’s really exciting. Then this research that I told you about. I think it’s really exciting in the sense of If we can understand what people are doing for self-care and if we can understand what support they need then maybe we can take that on a broader scale and support not just our members but nonprofits. organizations in the air economy.

Suki Stander: Yeah.

Wilmi Dippenaar: And so this is what we found to support their staff members and also make it available to corporates. We work closely with a couple of big corporate organized. companies in South Africa. that is very open to have this sort of conversations and get a different aspect around that then I think one of our major major roles is advocacy is the advocate for parents with government with funders with corporate every way that we can and to make people aware because government tries to find solutions for children.

Wilmi Dippenaar: And we were at a conference a while back and I realized how much effort and were government put into early childhood development, but from a center perspective and…

00:30:00

Suki Stander: Yeah.

Wilmi Dippenaar: the whole time say that’s amazing you’re doing great. But with the parents can we just focus so I think that is really important is To bring that in.

Suki Stander: things

Tayla Allan: Yeah, yeah.

Wilmi Dippenaar: And then we’re working on the two programs that I just spoke about the Family Violence prevention program. We call it free to grow because the first time we rolled it out the participants said this is a free to grow program. And now the program is the free to grow program.

Suki Stander: go through it. Love it.

Wilmi Dippenaar: Then we also with a very well known mine in South Africa on a program to prevent a gender base violence. Not just on the minds different minds but through this service providers and that is a huge thing that happened because corporate they are open to us and to do things in a different way and for them to work together. We working in a Consortium with different organizations and this company and for them to be able to open so that is really exciting to be part of a process where you can see These people really care and they really want to support their communities in which they work. So those are a couple of things that I can think.

Suki Stander: Yeah.

Wilmi Dippenaar: Off at the moment. But yeah,…

Tayla Allan: How many?

Wilmi Dippenaar: it’s amazing to see how many research things are happening from nutrition to teenage pregnancies, but from different members in a group and Always we want to bring it back to the clients to say if there is one family that found a different way of conflict resolution or discipline for pro punishment. I mean how more exciting can it be than Lee?

Suki Stander: Correct.

Wilmi Dippenaar: is to see if people are doing great and that’s thanks to the support that they have received from one of our member organizations. So yeah.

Suki Stander: Yeah. love all of that.

Tayla Allan: Incredible, yeah.

Suki Stander: Yeah. Absolutely. It’s a literally Saturn I had goosebumps going that’s a privilege to be small part of that and…

Tayla Allan: Yeah.

Suki Stander: if there’s like you said one family’s life that can be changed or a different way of doing things. I think in Australia, all of that’s relevant. I love the fact that corporates us. Like you said, it’s slowly changing but telling you mentioned it if you can address these things or you can provide support why would corporates invest in it if it’s not beneficial for them as well, but The organization is the people.

Wilmi Dippenaar: that’s

Wilmi Dippenaar: It yeah.

Suki Stander: People and make things better supportive for them in the company benefits from that as well. So it can be this beautiful. Dance almost of looking after each other.

Tayla Allan: Yeah. Yeah.

Suki Stander: I love that very heartwarming exactly and…

Tayla Allan: very heartwarming

Suki Stander: that Gives you hope to know that they still so good things happening in the world, but all negative there’s good things happening in the world and…

Tayla Allan: Yeah.

Naomi Moodie: Absolutely.

Suki Stander: it’s a privilege for us to be part of it in a very small way.

Tayla Allan: Yeah.

Wilmi Dippenaar: Yeah, thank No, I don’t think it’s a small way. I think it’s a big way and I always say I think I’m the most privileged person alive because being part of Changes or processes that brings change is so fulfilling. And so wonderful to experience that.

Suki Stander: Yeah.

Wilmi Dippenaar: So I just say our experience Miracles every single day on different levels and in different places, so it is a privilege. But thank you to you guys. I think it’s great that we can make the connection because ultimately People Are People

Tayla Allan: Yeah.

Suki Stander: Correct.

Wilmi Dippenaar: And we struggle with the same things everywhere. I think in South Africa. We’re struggle a bit more maybe with violence. But ultimately in households or communities I want to call it communities or where they are relationships. I think we have the same struggles. It everywhere in the world.

Suki Stander: Correct.

Tayla Allan: definitely

Suki Stander: Agreed we just need to to see this podcast and then force you to come open an office in Brisbane ideally.

Tayla Allan: Yeah.

Tayla Allan: Yeah. …

Wilmi Dippenaar: There we go.

Suki Stander: and they

Tayla Allan: yeah, all the funny codes or whatever.

Suki Stander: or the seneca’s yes. I’ve got ulterior motives here.

00:35:00

Wilmi Dippenaar: different

Tayla Allan: Yeah, we’ll be catching a flight over to South Africa Suki you’ll be able to show me your hometown.

Suki Stander: exactly hot hard work

Wilmi Dippenaar: he

Tayla Allan: When we can experience and in dava.

Suki Stander: That’s it.

Wilmi Dippenaar: Yeah, exactly lovely but we’re making jokes now. we’re not really making jokes,…

Suki Stander: No.

Wilmi Dippenaar: but we’ve been glidered but I do think that change lies within collaborations and I think in South Africa that’s a word that people love to use is silos, but it’s ultimately so true that you work in your little Silo I work in my little silo. and the moment that we share You actually learn more you open to things that is happening. So you don’t have to redo those things that is already happened. and I think that’s the basis of happens Foundation is relationships. but also collaboration and…

Suki Stander: Yep.

Wilmi Dippenaar: it changes how people interact with each other the other does somebody said but

Wilmi Dippenaar: You guys You each other and said but are we absolutely believe in working with each other. So if they are corporates in Australia or nonprofits or The care economy or whoever who needs information or wants to I think that’s what we need to do is just connect the different dots in the world. So that children can benefit ultimately from that.

Suki Stander: Correct.

Wilmi Dippenaar: So, yes, we absolutely open to establishing an office. But also just to share what we are doing for.

Suki Stander: connect

Tayla Allan: Yeah.

Wilmi Dippenaar: the reason that we’ve got or…

Wilmi Dippenaar: whatever people are open to

Suki Stander: yeah, we’ll have Yeah,…

Tayla Allan: Yeah and interact future, so.

Suki Stander: exactly. we’ll have all the contact details on this podcast will also make sure that it all refers back to the website that they can go and find you there for me. And if anybody has any questions just reach out and…

Wilmi Dippenaar: select

Suki Stander: we can make that connection and ultimately that’s us as well. Our job is about relationships. That’s it.

Tayla Allan: Yeah.

Wilmi Dippenaar: Yes.

Suki Stander: And if we can make connections and how people out by doing little things that then ultimately puts them on a path for their future.

Tayla Allan: Yep. Yeah.

Suki Stander: Yeah, there’s a bigger picture.

Wilmi Dippenaar: Yeah. Absolutely.

Tayla Allan: Yeah, definitely and we always talk about genuine connections. As well, which I think is very on par with seven.

Suki Stander: That’s it.

Wilmi Dippenaar: Yes, yes.

Suki Stander: Thank you for your time. Thanks for getting up early. And talking with us.

Wilmi Dippenaar: No, this is what? Thank you very much.

Naomi Moodie: That was awesome.

Suki Stander: You’re welcome. Thank you.

 

Show Notes

SAPPI’s Focus

SAPPI works towards the holistic well-being of families, including both parents and children. They advocate for parental needs with policymakers and corporations while offering programs to prevent violence within families.

Wilmi Dippenaar’s Insights

Wilmi, with a background in child development, emphasizes the crucial role of parenting styles. She observes a positive shift towards a more comprehensive approach to well-being, recognizing the interconnectedness of family and personal aspects.

Key Takeaways

The discussion highlights the significance of secure attachment for parents to raise healthy children. There’s also a growing awareness of mental health and family needs in workplaces. The episode explores the potential of self-care practices for staff in the caregiving sector, alongside the positive impact of family violence prevention initiatives on work environments.

Looking Ahead with SAPPI

SAPPI has exciting initiatives planned, including a conference on fatherhood in South Africa, featuring research discussions and collaborative efforts. They’re also conducting research on self-care for care economy staff and advocating for parental needs in early childhood development programs. Additionally, they’re continuing their successful programs to prevent violence within families and the mining industry.

Key Takeaways

SAPPI’s Mission

  • Supports holistic well-being of families, including parents and children.
  • Advocates for parents with government, funders, and corporations.
  • Aims to prevent violence through various programs.

Wilmi Dippenaar’s Background

  • Previously worked for a community-based organization focused on children’s development.
  • Believes parenting styles significantly influence a child’s development.
  • Sees a shift towards a more holistic approach to well-being, considering family and personal aspects.

Interesting Findings from Wilmi’s Experience

  • Importance of secure attachment styles in parents for raising well-adjusted children.
  • Increased openness in workplaces for family-related needs and mental health awareness.
  • Potential of self-care practices to improve staff well-being in the care economy.
  • Family violence prevention programs can have positive impacts on work environments.

SAPPI’s Upcoming Initiatives

  • Indaba (conference) focused on fatherhood, including:
    • Panel discussions on fatherhood experiences and research in South Africa.
    • Open space technology for participant-driven discussions.
    • Collaborative research paper on fatherhood based on the indaba.
  • Research project on self-care practices for staff in the care economy.
  • Advocacy efforts to bring parental needs to the forefront in early childhood development discussions.
  • Continued development and implementation of the Free to Grow program (family violence prevention) and a gender-based violence prevention program for mine service providers.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

Join the conversation Today!

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At the Heart of Work: What Do We Value Most

At the Heart of Work: What Do We Value Most

Join Suki and Tayla in our debut episode as we delve into the top values for working parents. Explore the delicate balance of parenting and navigating workplace culture, as we share insights on shaping the future for both career and family. Tune in to the first instalment of our series dedicated to the intersections of work, life, parenting, and their lasting impact on future generations.

On-the-go listening? We’ve got you covered! Dive into the podcast below and catch up anytime, anywhere.

Full Show Trascript

Naomi Moodie: So welcome to today’s episode of conversations that connect, We Suki, Tayla and I think today guys, we’re gonna talk about something pretty relevant. parenting and working …

Tayla Allan: Yes. It’s a big topic that I think.

Naomi Moodie: yes. What? It’s a very big relevant topic.

Tayla Allan: Yeah. Yeah, it’s huge. And We’re Not Gonna cover it all in one episode either.

Suki Stander: No. Yes,…

Tayla Allan: So yeah strap on in.

Suki Stander: our plan is to do a few podcasts around this topic and it’s getting different perspectives on it as well. It’s not just from an employee perspective but also from an employer perspective and…

Tayla Allan: Yeah.

Suki Stander: then maybe delving a little bit deeper into the psychology of it. And yeah, it’s a big thing when we spoke about the podcast we have actually an interesting view on it because

Tayla Allan: Yeah.

Suki Stander: That’s The View parenting while working. I’m a parent. I’ve got two kids. Tayla’s not a parent, but she’s a child of a pair of working parents. So it’s just the levels of

Suki Stander: perspective that’s interesting and all of its relevant.

Tayla Allan: I think we can cover the full sides to it.

Suki Stander: 

Tayla Allan: So employer. child and…

Suki Stander: parent

Tayla Allan: Parents. So yeah, I think it’s gonna be a well-rounded series and…

Suki Stander: Yes.

Tayla Allan: It will give a lot of perspective to people and I can’t do it. We caught that.

Suki Stander: And absolutely We can cut all of that.

Naomi Moodie: 

Tayla Allan: Just completely up all of that out.

Suki Stander: Yes, so we spoke about it because it’s just relevant. It’s not something that anybody can get away from, you might not be a parent but you’re a child of parents or you work with parents or you employ parents. So there’s Something that’s just in and around the workplace. So earlier this week. We thought we’d run up a poll on LinkedIn.

Tayla Allan: mmm

Suki Stander: I’m just to get perspective and what people think about parenting and the workplace and we said when you’re considering moving into a new position What’s the thing? as a parent? That’s really important for you to look at when you’re considering New Opportunities and we had the four breakdowns Tayla.

Tayla Allan: Yeah, so top priorities that we sort of came up with that. We sort of see it as being sort of relevant from firm values for family life, approachable management, flexible work arrangements and empathy within the work culture and flexible working. Arrangements by far with 82% That’s what parents are looking for when they are going into new roles and you can completely understand why me not being a parent. But with you Suki flexible working is sort of the key to be able to juggle at all.

Suki Stander: Yes to try and be a parent and be present as a parent, but also knowing the importance of the fact that you’re an employee and you’re working with carrying another organization and play big part of that. and I think that I’m flexible working arrangement. There’s various levels. of that and…

Tayla Allan: Yeah.

Suki Stander: I think there’s also various stages of what you can ask and what is acceptable to ask and that would differ from obviously type of organization level that you have within the organization your responsibilities specifically,…

Tayla Allan: Yeah.

Suki Stander: but that was The flexible working Arrangements was definitely the highest and then we had one that had 0% which was approachable management.

Tayla Allan: Yeah.

Suki Stander: And when I looked at that I thought

Suki Stander: If Management on approachable doesn’t matter if you’re a parent or not. Even…

Tayla Allan: 

Suki Stander: if you’re not a parent, you still have parents or friends or yourself that you have to look after so…

Tayla Allan: Yep.

Suki Stander: if you’re not feeling well or you have a doctor’s appointment or you’ve got to have somebody come to the house to come and look at the dishwasher or whatever if Management on approachable. It doesn’t actually matter of your parent or not.

Tayla Allan: Yeah, yeah.

Naomi Moodie: It makes a big difference. I think knowing that you can go and speak to someone if you feel like you can’t.

Suki Stander: Correct.

Naomi Moodie: I think it says a lot about the culture of the place.

Suki Stander: yeah, and I think white got 0% on our post is because If they’re not approachable, it won’t even be a consideration because if people are flexible in the workplace the half flexible work Arrangement, they’re empathy that you’re gonna have good values. Of course, there will be approachable. You would assume that. yeah, so the Family Values within an organization that got nine percent. and then empathy within a workplace and…

Tayla Allan: Yeah. Yeah, the nine percent.

Suki Stander: if you think about the empathy part of it

Suki Stander: I think it’s that just seeing again that when you’re employing somebody you’re doing a package deal.

Tayla Allan: Yeah, you’re employing the whole family. You’re not just playing one individual you’re employing the school pickups the school drop-offs the doctor’s appointments.

Suki Stander: Correct.

Tayla Allan: My kids sick like you employing all of that and that Empathy as a leader. I feel like you do need empathy whether you’re a parent or not because that supports their mental well-being as well as helps create that supportive environment and that atmosphere. Where they feel like they can. Say to you. Hey, look, I’m really sorry. I have to go pick up my child from school. They’re not well, so yeah. I think all points do speak. to different individuals in some way or another Really just…

Naomi Moodie: Yeah.

Tayla Allan: what is relevant to their situation in that time or what’s relevant for them right now where it could change in six months time. They could be going through a different season of their parent hood or they’re something with their children. So I think it could definitely change in three weeks time if we put the poll up then.

Suki Stander: yeah, correct.

Naomi Moodie: And I think it would later is in touch with the employees or their team enough Or at least have an idea of what season that win or…

Suki Stander: Yeah.

Naomi Moodie: where they’re at with those values.

Suki Stander: And have a culture where? Either the leader can approach. The person which sometimes is difficult if something’s going on, but you’re not a hundred percent sure and…

Tayla Allan: Yeah.

Suki Stander: you want to create an environment where you waiting for the employee to come and talk to you but sometimes it’s just a hey I’ve picked up it’s not that there’s gossip around the office,…

Tayla Allan: Yeah.

Suki Stander: but I’ve picked up that there’s something going on or you’ve been twice this week not talking about the fact that you’re like, but you’re usually here on time or you usually early so is Okay, maybe just that chicken in is everything. to open the door to have a conversation and you would hope that the environment is such that somebody would feel comfortable.

Suki Stander: To come and say hey, I need a bit of time off or something has happened. If it’s a big thing. They don’t even have to go into the detail. I need some time off and…

Tayla Allan: Yeah.

Naomi Moodie: Yeah.

Suki Stander: I’m dealing with a family issue. It’s probably going to be two days, but I’ll keep you posted. Mmm.

Naomi Moodie: And that creates such a buying. Because I…

Suki Stander: That’s correct.

Naomi Moodie: yeah, if anyone says we understand your family’s first, they help they have loyalty…

Suki Stander: Yeah.

Naomi Moodie: because most people go to work for their family and their family life.

Suki Stander: Correct.

Tayla Allan: That’s why we’re here to put food on the table and to give …

Suki Stander: right

Tayla Allan: your family the best that you can at giving them all the opportunities. And yeah, I know my parents washed their butts off for me and my brother to have every single opportunity Under the Sun. So I yes say that from a child’s perspective.

Suki Stander: just

Tayla Allan: Yeah, but then I know Suki you Everything is for your kids. Thing and…

Suki Stander: Yeah. Yes 100 that what’s Driven every decision?

Tayla Allan: that’s why you’re here in Australia. Yeah.

Suki Stander: I’ve made it was very interesting and Naomi. Can I share your story about the last two days of your life,…

Naomi Moodie: Yeah, yes. Yeah.

Suki Stander: and I was literally just picking the kids up at school before we did this podcast and Naomi loves in Northern Victoria and was told to evacuate yesterday because of push fires and the first thing she did when she reached out to me and Tayla was saying I’m so sorry. I might miss the podcast but we’re evacuating and our immediate response without knowing that we responded the same was family’s first. Take care of yourself work.

Tayla Allan: Yeah.

Suki Stander: I’m sick and you would hope that every organization would do that and Naomi you were gonna go to work today, which just shows the Loyalty back to an organization again, so yeah, it just hit home for me that things can change like this and then

Naomi Moodie: slavery

Suki Stander: family is the thing that comes first. It just is.

Tayla Allan: Yeah.

Naomi Moodie: Yeah, and it’s always a challenge as a parent to balance work family life.

Suki Stander: 

Naomi Moodie: You always trying to do the right thing in each different area or yeah, and it is part of being a package deal That you employ or you’re trying about every day.

Suki Stander: Sometimes it’s confronting when you have either yourself or somebody in your family has A minute, I would say medical issue.

Tayla Allan: Yeah, yeah.

Suki Stander: And you’re going for a new position. How much do you say how much do you let them in to let them know that hey every once every six weeks I have to take a day off…

Tayla Allan: Really?

Suki Stander: because I’ve got a friend that has cancer and he has every two weeks. He’s got to go for chemotherapy. Because it is jungle juice and…

Tayla Allan: yeah.

Naomi Moodie: Yeah.

Suki Stander: it’s been doing this for the last. Seven eight years now.

Tayla Allan: Wow.

Suki Stander: and goodness, and he’s well considering his condition but He moved positions probably about two or three years ago and it’s like what do I say? And what don’t I say…

Naomi Moodie: Yep.

Suki Stander: because you want to be truthful,…

Tayla Allan: Yeah.

Suki Stander: but you also don’t want a new employer to think mm And make a decision based on something.

Tayla Allan: as a risk that

Naomi Moodie: Yeah.

Suki Stander: That’s actually a non-starter.

Tayla Allan: yeah.

Suki Stander: So That’s difficult. I think that that’s how much do you tell a new employer?

Tayla Allan: Yeah.

Suki Stander: I think there’s a balance. Of how much information you do give in terms of your family and where you sit and what that means employers do have a right to know, but if you haven’t got the job yet, you’re not employee yet. So Yeah,…

Naomi Moodie: Yeah.

Suki Stander: there’s a bit of a balance around that as well. Yeah, so interesting topic we spoke for a long time about that and what about this? And what about do people think about this and this is something that We dealing with every day. We’re talking to candidates and we usually ask.

Tayla Allan: we want to know about them as a person and their family and the more that we can get to know them and their values and what they See is their most valuable thing, then we can make sure that we’re placing them with the right company that aligns with that. I would hate to play somebody who’s very family orientated that someone that needs to work home two days a week because they’ve got to do the school drop off…

Suki Stander: 

Tayla Allan: because they’re partner Works shift work imagine putting that person in a place where they need to be in the office, which is an hour away in five days a week. Someone who like there’s no point and there’s no point putting them forward for that job because we know that that’s not what they want. they’re not gonna last And not just reflects badly.

Suki Stander: No, no.

Tayla Allan: On both of us ask for putting that person forward knowing that they’re not suitable,…

Naomi Moodie: yeah.

Tayla Allan: but also it puts a tarnishes the candidate’s name because they only lasted a few weeks.

Suki Stander: Yeah, correct.

Tayla Allan: yeah, so we

Naomi Moodie: On the flip side if you do put them in the right environment. And what yeah,…

Tayla Allan: they thrive

Naomi Moodie: and I mean when they feel like they’re able to talk about family life or whatever’s going on then what does the employer get? What he?

Suki Stander: Loyalty. Yeah, absolutely.

Tayla Allan: Yeah.

Suki Stander: Absolutely and that’s why recruitment is so It’s so specialized and…

Tayla Allan: Yeah. …

Suki Stander: it’s so important. because with people

Tayla Allan: And I think a lot there’s a common misconception with recruitment that it’s very surface level. It’s very transactional. Yeah, but there’s a lot of work that goes in the back end to get to know the person and to get to know the company and to do all of those right things to then make magic and it doesn’t happen straight away. It does take time. And yeah I think that’s a common misconception about what we do in the industry, but it’s quite in depth and you get a more like you put all of your

Tayla Allan: Hot and soul in it and it’s very not sad emotional, but you speak about your own family and your own life and with that candidate, so then they can trust So you’re building Trust. with them Exactly.

Naomi Moodie: genuine connection as well

Suki Stander: mmm

Tayla Allan: Yeah, and it’s harder said than done. No harder.

Suki Stander: Correct.

Tayla Allan: What’s the Eight.

Naomi Moodie: easy is that

Tayla Allan: No, it’s harder.

Tayla Allan: I can’t remember but yeah, people think that it is easy, but it’s hard to break down that barrier with candidates as well. Yeah even just be like,…

Naomi Moodie: Yeah.

Tayla Allan: hey, I’m a good guy. I’m not that typical shark that Society.

Naomi Moodie: Might be out there.

Tayla Allan: Yeah. Yeah.

Suki Stander: Yeah, and I think that’s what the shift in the recruitment the last few years has happened as well because there’s been such a shortage in the market for skilled labor Certainly during covid it was to conflict just…

Tayla Allan: Yeah.

Suki Stander: then people and we’re hire them. We’re not doing all our processes and we spoke on the podcast last week. you’ve got to take all the boxes. Let’s have a little bit more. So That’s actually what rec should be recruiting should be ing. with a person inside an organization. So we’re just doing the job that We’re supposed to deal where we add the most value instead of just going his three series choose one.

Tayla Allan: Yeah.

Tayla Allan: Yeah.

Suki Stander: That’s not the way it should be.

Suki Stander: Yeah, so we’re excited about this parenting series that we’ve got lined up.

Tayla Allan: No.

Suki Stander: We’re going to be speaking to some really interesting guests from different perspectives again and…

Tayla Allan: Yes.

Suki Stander: Leave a note, leave a message. Leave your thoughts we love to hear.

Tayla Allan: Yep, or if you have any parent friendly questions, or if you’re an organization and you’ve got questions or a candidate not too sure how to sort of break down that barrier with your employer. let us know, Reach Out. Absolutely.

Suki Stander: I’d love to be part of that Journey. Thanks.

Suki Stander: That was very parenting.

Tayla Allan: We tend to attend a little bit.

Suki Stander: Yeah, tangent with a reason.

 

Show Notes

This episode kicks off a series exploring the challenges and perspectives of balancing parenting and working. Hosts Naomi Moodie, Tayla Allan, and Suki Stander discuss the results of a listener poll revealing that flexible work arrangements are the top priority for working parents. They delve into the importance of approachable management, supportive company values, and open communication for creating a positive work environment for parents. The episode also highlights the value of recruitment that considers the needs and values of both candidates and companies.

Key Takeaways

Flexible work arrangements are crucial for working parents. The ability to adjust work schedules around childcare needs, school drop-offs, or unexpected situations is essential for working parents to manage their responsibilities effectively and reduce stress.

Open communication and a supportive workplace culture are essential for working parents to thrive. Feeling comfortable discussing family needs with approachable managers and working within a company that values work-life balance allows parents to be present and productive at work without guilt or worry.

Recruitment should match candidates with companies that are a good fit for their needs and values. By understanding a candidate’s family situation and priorities, recruiters can connect them with companies that offer flexible arrangements and a supportive culture. This benefits both the candidate, who finds a fulfilling work environment, and the company, which gains a loyal and dedicated employee.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

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Starting 2024 with a BOOM!

Starting 2024 with a BOOM!

Suki and Tayla kick off Season 3 of “Conversations that Connect” with a bang, outlining their ambitious goals for 2024. They emphasize the importance of vision boards, setting clear intentions, and embracing progress over perfection.

This year, Tayla is focused on CEO confidence and stepping into uncharted territory within the business, while Suki champions authenticity and sharing the real ups and downs of life. Together, they promise a season filled with insightful business talk, personal reflections, and genuine connections with listeners.

On-the-go listening? We’ve got you covered! Dive into the podcast below and catch up anytime, anywhere.

Full Show Trascript

🎙️ **Welcome to Season Three of “Conversations that Connect”! 🌟 Featuring the dynamic duo, Suki and Tayla from Montague Group.**

Hey there, fabulous listeners! Can you believe we’re diving into the third season already? Time flies when you’re having engaging conversations, and speaking of which, how should we kick off 2024? What’s on your minds today?

🗣️ **Suki :** Well, buckle up because we’re starting off with a bang – two boom boards, to be precise. One for the business side of life and another for the personal journey.

👩‍💼 **Tayla :** Absolutely, Suki! Big vision boards that resonate with the sound of bullets hitting their mark. We’re leveling up this year, setting ambitious goals for the business, clients, candidates, and of course, our own personal growth. It’s all about staying focused, kicking procrastination to the curb, and getting things done.

🗣️ **Suki :** Love it! So, Tayla, spill the beans. What’s your approach to these vision boards?

👩‍💼 **Tayla :** Vision boards are my jam, especially at the start of the year. They ignite a fire in me, mapping out what I want my year to look like. This year, it’s all about CEO confidence – no more holding back. I’ve got two mottos to live by: “Confidence is high; no one will question me,” and “Progress, not perfection.” As a notorious perfectionist, I’ve learned that progress fuels success more than aiming for perfection ever could.

💬 **Naomi :** Absolutely, Tayla! Accountability is key. What’s the second motto?

👩‍💼 **Tayla :** The second one is a bit subtler – “Progress, not perfection.” As a perfectionist, I’ve often let the pursuit of flawlessness hinder my progress. This year, it’s all about taking small steps every day, embracing the journey, and appreciating the lessons along the way.

💬 **Suki :** I resonate with that, Tayla. Progress is progress, no matter how small. It’s all about the journey and the 1% improvement each day.

👩‍💼 **Tayla :** Absolutely, Suki! And speaking of last year, we tackled the challenges with a “slight edge” mentality, putting in the hard work day by day. The energy this year feels different – lighter, more positive. We’ve missed that vibe.

💬 **Suki :** Three years of heavy energy, and now we’re ready for the shift. 2024, here we come!

👩‍💼 **Tayla Allan:** Absolutely! New year, new vibes, new environments. I’m stepping into uncharted territories, embracing change, and elevating my role within the business.

💬 **Suki ** You’ve been rocking it, Tayla! It’s not stepping into the unknown; it’s owning it with confidence.

👩‍💼 **Tayla :** True that, Suki! And beyond the professional, we’re spicing things up in the podcast. Sharing what we’re learning, reading, watching – adding a personal touch to the business talk.

💬 **Suki :** Exactly! Because life isn’t always sunshine and roses, right? We want you to see the authentic us, the highs, the lows, and everything in between.

👩‍💼 **Tayla :** Whether it’s celebrating victories or sending a “thinking of you” message on LinkedIn, we’re here for the real, heartfelt connections.

💬 **Suki :** So buckle up, listeners! 2024 is full of big plans, authentic moments, and a fire in our bellies. Bring it on!

👩‍💼 **Tayla :** We can’t wait to share this exciting journey with you. Let’s make 2024 the best one yet! 🚀

Show Notes

Goal setting takes center stage, with Suki and Tayla advocating for powerful vision boards that ignite passion and map out clear intentions.

This year, Tayla’s motto is “Confidence is high; no one will question me,” reflecting a shift towards CEO-level self-assuredness.

Perfectionism takes a backseat as she embraces the mantra “Progress, not perfection,” acknowledging that small, consistent steps fuel success more than aiming for the unattainable.

Suki champions authenticity, promising to share the “real us,” the highs and lows, and everything in between. This season will delve beyond business talk, offering heartfelt connections and a glimpse into the hosts’ personal journeys. Whether it’s celebrating victories or sending a supportive message, real-life experiences take center stage, fostering deeper connections with listeners.

Change and exploration are keywords for 2024. Tayla steps into uncharted territories within the business, while both hosts embrace new environments and perspectives.

This season promises to be a dynamic mix of personal growth, professional ambition, and genuine connection, leaving listeners inspired and ready to tackle their own goals with renewed confidence and authenticity.

Season 3 is about aiming high, embracing the journey, and connecting on a deeper level. Buckle up, listeners, because Suki and Tayla are ready to make 2024 the best one yet!

Key Takeaways

Vision boards and goal setting: Both Suki and Tayla highlight the power of vision boards to ignite motivation and map out achievable goals for the year.

Progress over perfection: Tayla emphasizes the importance of embracing progress, even small steps, over aiming for unattainable perfection.

Authenticity and real connections: The hosts promise a season of genuine conversations, sharing not just business successes but also personal challenges and vulnerabilities.

If you have a burning topic you’d like to discuss, don’t hesitate to reach out at hello@montagu.com.au.

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Montagu New Beginings

Montagu New Beginings

Montagu Beginnings

 Life can take directions you never anticipated at times – personally and professionally. Meet Suki and Tayla, the team at Montagu Group. Montagu Group was founded in 2020 by Suki Stander bringing together over 25 years of combined expertise in IT, Digital, Accounting and Finance labour hire and permanent resource placement. With professionalism and passion, Suki and the team work to bring together the best employers and candidates in Australia.

Montagu Group Recruitment – New Beginings

Suki- Montagu came to be as a result of the path my life took. I reached a point where I wondered about the next step and what it would look like, and that’s when Montagu happened. The name itself is quite interesting. I’m not sure if I ever mentioned this, but Montagu is actually the town where my dad grew up in South Africa, and my grandmother used to live nearby. It’s a stunning region known for its fruit production, and it holds a special place in my heart. Additionally, the area where I grew up had a mountain pass called the Montagu Pass, connecting the coastal town to an inland town.

So, that’s my personal connection to the name Montagu. Interestingly, my husband knows the entire history of the Montagu Pass, and it’s truly fascinating. It turns out that the building of the Montagu Pass had a connection with Australia because there was an Australian general involved in its construction. I learned about this from my husband, who knows all about the history of the pass. There’s even an old toll house along the way where ox wagons had to pay a toll to use the pass. It was designed so that the ox wagons could be guided safely. That’s where the main inspiration for the name comes from.

When I was thinking about a name for my business, I wanted something personal. Recruitment is a field I love and it’s something deeply meaningful to me. I wanted the name to reflect that sentiment. That’s why the logo represents people who support each other and are open to giving and receiving help. It embodies the essence of what I strive for in my business.

So, that’s how everything unfolded and how the company was established. Adele became a part of the organization, and it felt like the perfect timing when she joined. She played a crucial role in building and structuring many aspects of the company. However, as life often does, circumstances changed, and we find ourselves in a different season now. Unfortunately, Adele is no longer with the company.

But that’s just how life goes, and it’s important to accept and embrace those changes. It happened authentically, according to the way it was meant to happen. And now, as we move forward, we have Tayla joining us. It’s been just over a year since you joined us.

Tayla- I can’t believe it. It’s gone so quick.

Suki- And during our first conversation on the phone, you expressed your uncertainty about pursuing 360 recruitment and whether you wanted to be involved in recruitment at all. However, I urged you to give it a chance because not all recruitment companies are alike. I wanted to show you a different approach and perspective.

Tayla – I vividly recall our conversation where I had doubts about whether this career path was right for me. The field of recruitment can be quite challenging, especially from a mental perspective. However, reflecting on where I was a year ago compared to where I am now, my mindset towards this industry has completely transformed. It’s like a complete 180-degree turn. The impact that one company can have on your perception and growth is truly remarkable. It’s astonishing how much a single experience can shape your perspective.

Suki Stander: We understand the power of having that kind of transformative experience, as it can happen not only for us but also for our candidates. One company can truly change the trajectory of your life in ways you couldn’t even anticipate. That’s why our company, People for People, is focused on the human connection. We recognize that both Tayla and I connect with candidates and clients who are individuals with their own unique complexities. Dealing with humans is not always easy, as they come with a mix of challenges and joys. And you’re absolutely right, this line of work can be mentally demanding. Some days, you just feel like you never want to talk to another person again.

Suki Stander: And the next moment you change somebody’s life, it’s incredible.

If you can see that, you can add value to somebody’s life.Even if it’s just like we’ve talked about reviewing resumes, giving advice on LinkedIn profiles, telling you about your seek profile and what that should look like.

Tayla Allan: All of that.It’s what we do. That’s what love we love.

 

Tayla Allan: being able to help people because that will come back around.

Suki Stander: Yeah, clients become candidates and candidates become clients. It’s just a cycle an we love to be apart of it.

Recap & Takeaways

In tracing the journey from Montagu Group to People for People, the narrative unveils a poignant connection to the name “Montagu,” woven into the fabric of familial history and the picturesque landscapes of South Africa. The conversation between Suki and Tayla delves into the transformative nature of their recruitment experiences, acknowledging the mental hurdles while highlighting the profound satisfaction derived from positively impacting lives. The company’s ethos is firmly grounded in the human connection, emphasizing the uniqueness of each individual within the recruitment process.

Two noteworthy insights emerge: firstly, People for People’s unwavering commitment to enhancing the lives of candidates and clients, exemplified through personalized guidance on resumes and LinkedIn profiles. Secondly, the cyclical dynamic of clients becoming candidates underscores the establishment of enduring relationships within the recruitment realm. Ultimately, this narrative paints People for People not merely as a business entity but as a conduit for authentic connections, driven by a collective sense of purpose and mission.

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The Psychological Contract in Talent Solutions in Technology,Digital,Finance and Accounting

Lets talk about the psychological contract in Technology,Digital,Finance and Accounting talent solutions?

 

Suki Stander:  The psychological contract in the technology, finance talent recruitment process is an important part of what we do. I think its become more relevant recently. I had a candidate that I submitted to a department where are set fees. They came back and said the candidate was too expensive per hour. So I had to negotiate him down before they had seen him.Already, the trust and psychological contract was broken,because you’re negotiating my rate before you even accept my value. It’s a it’s a relevant topic because it just it literally touches everything we do and clients do and candidates do and has a conscious or unconscious effect. 

Tayla Allan: Yeah, even if they don’t realize that there is a psychological contract, there is always one, it’s an unwritten rule.

Suki Stander: It’s thoughts and feelings of candidates clients recruiters. It’s a whole mix of people in In the dance that we’re dancing, who all have a psychological contract with each other, at various levels of the process. As soon as Taylor starts, speaking to a candiadte that at that very, very first interaction already it stablishes some connection via email or phone.

When we make that human connection

Tayla Allan: Once we start the process and they’re keen, it’s just a mutual commitment to each other as well. It’s not happening at the moment, so like that can mutual commitment to commit to me, like, know that I’m gonna do the best thing by you, but then you also have to do, the best thing by me as well. If you’ve got another offer, let me know.It’s a good thing that you’ve got another offer, but just let me know. Then I can give you fair representation because if I don’t know these things,how am I gonna represent you fairly to the client? We just really value being able to give honest representation and engaging in  mutual commitment.Being transparent is key in good relationships.

What does it mean – psychological contract?

Adele McNiff: I looked at the definition of a psychological contract and the Chartered Institute of Personnel and Development in the UK defines it as an individual’s expectations, beliefs ambitions, and obligations, as perceived, by employer and worker. The key word in that is perceived…I think you have to both parties, whether it’s candidate, our client be very conscious of how something could be perceived whether it’s the reality or not. It’s that perception. A candidate not being totally upfront with what they’ve got going on and it then coming out later in the process that breaks that psychological contract with ourselves as the agency and with the client because like any of them relationship, it’s about trust.It’s a lot harder to build back trust than it is to build in the first place. the thing that stood out to me is that it’s Psychological Contract.It isn’t like any other employment contract because it’s totally intangible. so it’s hard to define and that’s where constant and open communication comes in either in the recruitment process with all parties involved, all in the employment life cycle.

Our brand of business is reflected in the contract digital finance talent we enter in with you

Suki Stander: The more transparent it is. I think the not easier, but more trust can be built in that process. I know not all recruitment companies are the same and not in all internal recruiters are the same. A lot of people have been burned by recruitment agencies. psychological contract in Technology,Digital,Finance and Accounting talent solutions. That’s why we always advise, get two or three that you trust and that you know, that has your best interests at heart. It might not be find you the next job, but it might be to help you with your resume or to give a bit of advice, which is what we do. For us that’s that’s part of that’s psychological contract ,with inputting and helping and I think that expectation, sometimes you get disappointed because you you put that out there and you expect that back. Um, doesn’t always work like that but It’s just almost been in the last few months that there’s less and less of that reciprocation back and that, that list respect back for people’s time and effort that they’ve put in.

 

Adele McNiff: I think we’re always very conscious as well that, you know, like all of the parties, we have a huge role to clear that psychological contract. Yeah. And if we’re going to ask a candidate to commit to us, we’re committing in return to manage the processes efficiently and effectively as we can and represent them as best as we can on their behalf. that’s something we absolutely take pride in and focus on every single day. Um, it’s it’s key to to doing things with integrity as far as we’re confident.Tayla and wouldn’t you want somebody like that? To represent you to an employer?

What you can expect from someone looking after your opportunities at Montagu Group?

Tayla Allan:   I set an expectation with myself and a candidate that our psychological contract with them is always making sure there’s timely communication. Giving them updates when I have them, keeping them in the loop with what’s happening and not sort of letting them go. Well, what’s happening with this? Making sure that they’ve always got an update again like respectful treatment, like treating everyone, as equal, like nobody’s better than anybody else that sort of thing, and then you kind of want that back as well.

What is our part of the psychological contract in technology,finance and accounting solutions?

Tayla Allan: So I have a psychological contract that everything that you tell me is confidential so and I’m not going to go blurt that to the client but I am going to do my best. The best that I can to make sure that you look great on a piece of paper because that’s my job to get you that interview, and then making sure that that piece of paper reflects exactly what you can do. Honest representation  key there. So you’re not being missed represented with what I do to your resume.The other one just that mutual commitment from both parties. I’m just making sure that we’re committed to each other. Like a marriag but no so intense!

Suki Stander: We tell your current story, so the client or really has a big picture when you sit down and that’s part of that trust that you give us the information and we portray the information to represent you as best as possible.You can start building that psychological trust with the client int he interview and we’ve laid the foundation for that to happen.

 

How to manage the agreements through the talent solution process

Adele McNiff: It’s really key  for clients to manage the psychological contracts in digital finance talent process. And that’s about honestly reflecting their values what the role is about. If you have found that candidate that you really want making sure that, you feedback to them in a timely way.Make sure you get a contracts out to the minute timely way, you don’t throw a surprise in at the last minute. Sometimes we get along with through a process and there’s a global hiring freeze, just be honest. We can work with the candidate as they’re progress through other opportunities and potentially really like something down the track. It’s just it’s it’s that simple word of trust.We’ve done previous videos on and and talked about quiet quitting and quiet hiring – in terms psychological contracts in Technology,Digital,Finance and Accounting talent solutions. Quiet hiring has a lot of positives to it, but if it’s not implemented with integrity by both parties, it has the potential to go a little astray. These are great examples of psychological contracts and integrity, being strengthened or broken.

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Want to know more about Montagu Group’s team? Meet Adele, Suki and Tayla here.