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StellarCast

StellarCast

By: Stellar Recruitment
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 Welcome to StellarCast, the Stellar Recruitment podcast. Let’s go on an inspiring journey by listening, learning and taking key actions from our own recruitment experts as well as industry leaders and inspirational individuals. Our Stellar team have helped nearly 23,000 people embark on life changing career opportunities and helped over 3,300 businesses reach their growth goals. Together, each month, we will unpack key actions on how we can all learn from others’ experiences and industry knowledge; unlocking our own transformative change, so that we can all become the best version of ourselves. This podcast aligns with when Robbie McIlraith & Shaun McCambridge, cofounded the company their mission was to help and nurture others to reach and exceed their potential. For trusted recruitment and career advice, contact Stellar today.Stellar Recruitment Career Success Economics Personal Development Personal Success
Episodes
  • Meet Loren Hickey – John Holland’s Pre-Contracts Manager and award-winning inspirational leader

    Meet Loren Hickey – John Holland’s Pre-Contracts Manager and award-winning inspirational leader
    Mar 1 2022
    During this episode, Stellar Recruitment’s Managing Director, Shaun McCambridge, sits down with John Holland Group’s Pre-Contracts Manager and multiple award-winning leader, Loren Hickey. Shaun and Loren discuss her journey into the civil sector, what drives her to be the best version of herself and what her personal vision is for the industry moving forward. We also learn about time management, who has had the biggest impacts on Loren’s career and what her proudest career moments are. 0:53 - Loren’s journey into the civil sector 5:22 – What drives Loren to be the best version and the principles which are pivotal to her success 11:05 – Loren’s proudest career moments 13:50 - How Loren manages her busy schedule 28:05 - The biggest impacts on Loren’s career 34:15 - Rapid fire questions with Loren37:39 – Loren’s personal vision for the industry moving forward Loren’s journey into the civil sector After graduating from university for sports management and realising it was quite a difficult space to land a job, Loren decided to branch out into the marketing space and found herself in a job within the construction and civil industry in a tier 3 company on the Gold Coast as their Marketing Coordinator. After being made redundant from her first construction role, Loren decided the construction industry was the one for her and applied to do her Civil Engineering degree to skyrocket her career. 5 years later, Loren moved into the business development and now, the pre-contracts space, and hasn’t looked back since due to the growth and success she has had. What drives Loren to be the best version and the principles which are pivotal to her success Since being young, what has always driven Loren is to work really hard and get really paid well - if an opportunity was given to Loren, she would work hard to support her and her family to live their best life. Loren was awarded employee of the year at John Holland in 2021 and via NAWIC, named as a winner for her achievements as a businesswoman. Loren finds fulfilment in these awards she has won and takes great pride in these achievements. The principles she has grown to employ is to be unapologetically yourself and to be confident within yourself and the work you do. After hearing a quote from Paul Hogan about taking your job seriously, but not yourself, Loren has started to live out those expectations within herself and her career. Loren’s proudest career moments Alongside the well-deserved NAWIC and John Holland awards, there has also been little moments along the way such as mentoring and being available, open and transparent within the construction industry, especially for other women and young people starting out, where she can give advice and help guide them in growing their careers. How Loren manages her busy schedule Wearing many different hats, Loren has a form of time management that works best for her - her family is very 50/50 in day-to-day jobs and has a great family support network around her to help her out in navigating parenthood. Being in construction, everything has a deadline, and the way Loren frames her time management around that is “self-sacrificing.” Another important thing is having a to-do list that includes both work and personal commitments, having a clear calendar and learning how to say no. The biggest impacts on Loren’s career Although Loren has had no “real” form of mentor, she has had a lot of people along the way who she has sought advice from and would seek advice from individual people for individual purposes. Thinking about where her career is and how it got to where it is, her parents had a big influence on the integrity of things of her career. Loren’s husband also plays a big part in the success of her career and the life they have built for themselves and their children, through his support of Loren being a “working mum.” Rapid fire questions with Loren What does Loren Hickey do to relaxNetflix – Especially ManifestWhat are you currently reading?Never read a book!If you weren’t a civil leader what’s your dream job?Property DeveloperHidden talent? Being angry (according to her daughter LOL) and beer-skulling thanks to university Greatest fear?Messing her kids up, the dark, clowns and tsunamisWhat advice would you pass on to an 18-year-old Loren Hickey?Be unique and don’t waste time trying to fit it. Loren’s personal vision for the industry moving forward Right now, it is about how are we going to maintain productivity in these busy times. To maintain that productivity, the industry needs to be heavily involved in resourcing and finding those who want to come into the sector by making it attractive and breaking the stigma around certain issues within the industry. She also has a big vision to encourage women to get into the industry, by closing the pay gap and showing them there are major opportunities within the sector to be able to ...
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    53 mins
  • Developing and Maintaining Mentally Healthy & Supportive Workplaces (Part 2)

    Developing and Maintaining Mentally Healthy & Supportive Workplaces (Part 2)
    Nov 24 2021
    Stellar’s Managing Director, Shaun McCambridge, sits down with Dan Hunt, former professional rugby league player and founder of The Mental Health Movement. They discuss how The Mental Health Movement has created mentally healthy workplaces and the necessary steps to achieve this. Dan draws on past experiences and shares a wealth of knowledge on navigating towards a better mental head space. Dan’s Highlights1.00 - What partnerships with large scale organisations like BHP, Qantas, Glencore and many more generally entail7:31 - How we can identify and understand mental health to the same capacity as physical fitness12:12 - A proactive vs reactive organisation when it comes to achieving a mentally healthy workplace18:10 - Dan’s best practices and tips for staying mentally well24:15 - How to find the right person to help you on your journey 27:45 - The vision for The Mental Health Movement and the exciting plans ahead31.35 - How to find The Mental Health Movement What partnerships with large scale organisations like BHP, Qantas, Glencore and many more generally entailThrough collaborating with these organisations, ongoing relationships have been established. Through the different steps integrated throughout the Mental Health Movement’ s blueprint, many employees are now able to identify and understand how to reach out to someone who may be struggling with their mental health, ask the right questions and provide them with the support they require. How we can identify and understand mental health to the same capacity as physical fitness. It is important to recognise that it is not a diagnostic tool, it is a self-awareness tool that is not tangible. The Mental Health Movement have created the ‘Mental Health Continuum’ which integrates the traffic light system. We all have mental health; thus, we are on that continuum that can increase or decline at any hour, minute or second of the day. Having the continuum as a self- awareness tool will give some indication of what you need to put in place, and the support you may need to access to help you shift up in the continuum. It is important to take a proactive approach and use the continuum as a check-in tool. You do not have to do it on your own or suffer in silence. A proactive vs reactive organisation when it comes to achieving a mentally healthy workplace. An example of a proactive organisation is one who follows the guidelines in place by the Mental Health Movement, who has completed a mental health workplace audit, and formed a mental health committee that comprises of a mixture of individuals across all units. With the global pandemic and transition to work from home, we have seen the EAP uptake increase in 14%. Leaders who take part in the awareness and education training feel more confident in providing support to their crew. In turn, the crew members feel more confident to express how they are feeling because they are aware their leaders have had the training to provide valuable support. Some organisations take ADHOC approach, however from a business perspective, by taking a proactive approach, you will effectively retain staff members. Dan’s best practices and tips for staying mentally well Dan is Bipolar which means he is dealing with extremes. However, Dan states that it is all about balance and maintaining a structure and routine. There is no control over how you wake up on the continuum, but you can control the actions put in place for yourself. Some of the best practices Dan has followed are: The recipe of 5 out of 7 days a week. Do specific actions 5 out of 7 days a week that can make Dan think or feel at least 5% better. Saltwater therapyWriting down three intentions at the start of the day and write three things you were grateful for the previous dayConnect with colleagues or your support network to check if they have noticed any particular changes or can provide some honest feedback If you feel yourself disconnecting, you must reconnect Reach out to a psychologist or another confidential forum who can assist with creating tools to navigate towards a better mental state. How to find the right person to help you on your journey There are many outlets for accessing professional practitioners. Refer to the Mental Health Movement’s support network toolbox. Another outlet is Telehealth which has a platform called cyber clinic. Additionally, they have a personality questionnaire where the algorithm matches you with a practitioner who is suited to your personality. When looking to first start the support journey, you can go see your GP and ask to be referred to a specific person. It is highly recommended to get a mental health advocate. This person can assist with finding you the right professional and getting you the best support possible. The vision for The Mental Health Movement and the exciting plans aheadThe Mental Health Movement will continue creating, developing, and maintaining as many mentally supportive ...
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    34 mins
  • Developing and Maintaining Mentally Healthy & Supportive Workplaces (Part 1)

    Developing and Maintaining Mentally Healthy & Supportive Workplaces (Part 1)
    Nov 24 2021

    Stellar’s Managing Director, Shaun McCambridge, sits down with Dan Hunt, former professional rugby league player and founder of The Mental Health Movement. They discuss how The Mental Health Movement has created mentally healthy workplaces and the necessary steps to achieve this. Dan draws on past experiences and shares a wealth of knowledge on navigating towards a better mental head space.


    Dan’s Highlights:


    1:55 - Views on “Absenteeism” and “Presenteeism” and what needs to change to address this phenomenon

    7:22 - How drug and alcohol abuse is used as escapism and the big reluctance of seeking help

    12:50 - The reality lived during the height of Dan’s mental illness and how to navigate your way to a better head space.

    23:05 - What a mentally healthy sustainable workplace looks like and the blueprint to achieve this.

    Views on “Absenteeism” and “Presenteeism” and what needs to change to address this phenomenon


    When looking at absenteeism and presenteeism in the workplace, it is not only about the psychosocial hazards in the workplace. There are external contributors like finances, pressures, upbringing, and expectations which affect a human being and will be brought into the workplace. There is no one answer to better manage absenteeism and presenteeism, but the findings from the commission have elements which can help create and develop a mentally healthy workplace. Assess your individual workplace and align to the best standard or practice for that workplace. If you are thinking better, feeling better and being better, you will want to come into the workplace.

    How drug and alcohol abuse is used as escapism and the big reluctance of seeking help.


    There are nine Australians who take their life each day. 76% of these individuals are male. Thus, 7 men are taking their life every day. Drug and substance usage can coexist with anxiety or depressive orders and can be used for escapism or as a coping strategy. However, these are not positive coping strategies. What defines a substance use disorder is when it starts to affect the law, health, work, relationships and can’t be cut back. People will self-medicate to numb the pain; however, it can only amplify situations.


    The reality lived during the height of Dan’s mental illness and how to navigate your way to a better head space.


    Leading into the struggle, Dan was a product of his own environment; full of anger, hated the world and everything in it. Professional rugby league gave a sense of identity, purpose and belonging to help get back on the straight and narrow. When that identity was taken away before the pinnacle of Dan’s career, it hit like a tonne of bricks. After reaching out to his support network, Dan realised it was okay to struggle and show vulnerability; you didn’t have to suffer in silence and do it on your own. Find your network to confide in and prepare to be vulnerable. People need to go through their own catalyst to get them to a point where the perception shifts. By adhering to the following three steps, you will be able to navigate your way to a better head space.


    1. Knowing you don’t have to do it on your own.

    2. Have a level of awareness to understand that what goes on in your life can affect the way you think, act, and feel.

    3. Have awareness on how it affects how you think, act, and feel

    4. Once the above steps are considered, you can then build out to better manage and cope.


    This can be through exercise, mindfulness or even challenging your mindset.


    What a mentally healthy sustainable workplace looks like and the blueprint to achieve this

    Mental health it is not ADHOC. The best practice for creating a mentally healthy sustainable environment is measuring where the workplace is at. Having surveys which can help you understand the contributing factors, leadership capabilities and psychosocial hazards, will enable you to build your mental health framework or strategy.

    If you have a brain in your head, you have mental health. A mentally healthy supportive workplace is one where you can build mental health literacy. In addition, integrating mental education across the workplace through the use of a blueprint and improving help seeking barriers are elements which will both build and sustain a positive mental environment. Consider what capabilities can be inherited by the leadership team and identify where the workplace is heading in relation to the ISO standard.


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    31 mins
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