Sage Advice

16/09/2026

You told them what you wanted - and the have created it.

Beth Baldwin - Your local small business copywriter and planned an amazing opportunity

Full details...

• Get clear on the values that drive you and your business and uncover where conflicting values may have been keeping you stuck or second-guessing yourself.

• Explore what being visible, promoting yourself and confidently claiming your expertise actually means to you (including the beliefs you may not have realised were attached to it)

• Identify the thinking behind the “Who am I to do this?” “What will people think?” and “What if I get it wrong?” moments.

• Challenge and reframe limiting beliefs that have been influencing how confidently you show up, sell and talk about what you do.

• Strengthen your self-trust so you can make clearer decisions without constantly looking outside yourself for reassurance.

• Create greater alignment between who you are, what you believe, what you want from your business and how you're prepared to show up for it.

Next they will tell the secrets of marketing in 2026 and how to do it your way

• Review how your values and sense of self impact your starting point

• Be clear about your ideal customer - and what they look for online at 2am

• How to talk about your business with clarity and confidence

• Why AI searches have returned us to basic clear communication techniques - and how great that is for your business

• Where to start, restart, or boost your marketing efforts for maximum impact

• What's worth the extra time or money as you grow

You'll leave feeling empowered, confident, and prepared to move your business forward - in a way that feels achievable reach out to Beth!

06/06/2026

Right now, more than ever, small businesses can’t afford to “wing it”. Costs are up, time is tight, and the margin for error is tiny. The businesses that stay profitable aren’t necessarily the biggest they’re the ones with a clear strategy, a simple business plan and leaders who can hold the line when it gets messy.

That’s exactly what I do at Sage Advice. I work with micro-business owners and small teams to build a practical strategy that actually fits real life (not corporate fluff), tighten up the plan behind the numbers, and strengthen leadership so your team performs without you carrying everything on your shoulders.

If you’re feeling stuck, reactive, or like you’re working harder for less let’s fix the foundations.
DM and let’s talk about what we can achieve together

Zest Canberra HerZest Canberra Business Chamber Canberra Institute of Technology Canberra’s Small Business Owners Group

25/05/2026

Today at Villaggio S. Antonio, I delivered another incredible leadership training session: “Stepping Into Your Future Leadership.” And it confirmed why I designed the ToDEI model in the first place: leadership development has shifted from old-school command and control into an agile, human-centric discipline. The modern workplace is decentralised and technologically complex so real development now prioritises continuous coaching over rigid lectures, and practical application over theory.

Here are the fundamental shifts that sit behind the model and why ToDEI works in the real world):

From Boss to Coach: The directive “do as I say” approach doesn’t build performance anymore. Leaders need to create psychological safety, trust, and wellbeing because that’s where accountability and results actually come from.

From Positional Power to Influence-Based Leadership: A title doesn’t guarantee impact. Today’s leaders drive outcomes through influence, emotional intelligence, and networked collaboration especially when they don’t have all the answers.

Wider democratisation: Leadership isn’t just for the C-suite. In hybrid and fast-moving environments, frontline leaders and key contributors make consequential decisions daily so development becomes an operational necessity, not a “nice-to-have”.

AI & technological fluency: Leaders must harness AI responsibly and make faster, data-informed decisions without losing the human side of leadership.

Bite-sized, actionable learning: Long theoretical seminars don’t stick. The best programs are on-the-job, practical, and adaptable — built to move at the speed of business.

What I loved seeing today is that Villaggio isn’t just “doing training” they’re applying ToDEI so equitable, inclusive workplaces come to life in the day-to-day: the standards, the conversations, the decisions, and the way people are led when pressure hits.

I’ve spent 30+ years putting this into practice building functional, sustainable workplaces and preparing outstanding leaders. My background in business psychology, combined with being a business strategist and entrepreneur, means this work delivers tangible results not just motivation for the week.

If you’re ready to transform your workplace and develop leaders who can inspire, mobilise, and empower teams through uncertainty let’s talk.

Canberra Weekly Magazine HerZest Inside Small Business Canberra Business Chamber Zest Canberra Canberra Institute of Technology Canberra’s Small Business Owners Group Raffy Sgroi

17/05/2026

If you’re a small-business owner, here’s an uncomfortable truth worth confronting:

If your workplace quietly rewards overwork, constant availability, and “prove it again” performance… you’re not empowering people. You’re exhausting them.

And exhaustion doesn’t build loyalty, performance, or a strong culture. It builds turnover, resentment, and “bare minimum” energy even in teams that genuinely care.

Thank you Inside Small Business for the opportunity to write about what this looks like in real small businesses (and what to do instead): set clear standards, reward healthy performance, and create a culture where people don’t have to burn out to belong.

If you want to know more about building a ToDEI workplace, get in touch and I’ll point you to the next best step

Canberra Business Chamber The Canberra Times Region Canberra Canberra Weekly Magazine Canberra CityNews Canberra Institute of Technology HerZest Zest Canberra

People burn out because they’re operating in systems that were never designed to support sustainable performance.

08/03/2026

Thank you The Canberra Times Ruth is an amazing journalist, never fails to bring out the best of my work

16/02/2026

I know how heavy it is to navigate complicated, often unfair system. When you’re supporting someone you love, you’re often making decisions under pressure, with limited time, and with a deep hope that the next “professional” will finally be the right fit. Wanting help isn’t naïve , it’s responsible. And asking questions doesn’t make you difficult , it makes you a safe advocate.

I’ve just completed a Graduate Certificate in Neurodiversity, and it’s been a confronting reminder of how much of what gets taught in the neurodiversity space is often delivered as “based on my lived experience”. Lived experience matters , it brings empathy, insight, and context. But once you understand the complexity of neurodiversity, you realise how much is shaped by perception and subjectivity. And while it’s true for neurotypical people that one rule doesn’t fit all, that reality is amplified when we’re talking about neurodivergent brains.

Neurodiversity isn’t a “personality quirk” or a “disorder to be fixed”. It’s a concept that recognises differences in brain function and behavioural traits as natural variations in the human population , a diversity of thinking, processing, communicating, and experiencing the world. Which means support needs to be nuanced, evidence-informed, and ethical. And here’s the hard truth: lived experience alone does not make someone a coach.

Because the neurodiversity coaching space is absolutely flooded with people who have:
- A weekend course under their belt
- A Canva certificate signed by self-declared coaching “gurus”
- Zero clue what real coaching actually is

And that isn’t just frustrating , it can be unethical and dangerous.

Yes, there are some brilliant top-up programs out there (especially ADHD and neurodivergent coaching programs) “for” professionally trained, accredited coaches. But without a proper foundation of accredited coach training underpinning the knowledge, many of these “qualifications” are paper-thin, built more on influencer status than credible coaching skills.

Neurodivergent people don’t need another self-proclaimed “specialist” winging it, overreaching, or gaslighting them. They need professionals who know their craft, work within scope, follow ethics, and have the depth of skill to support real change. They want to focus on skills and inclusion.

If you’re a parent or caregiver, please ask the uncomfortable questions before you hand over trust:
- What’s their accredited coaching training (not just a short course)?
- Who accredits it? What code of ethics do they follow?
- What’s their scope, and who do they refer to when it’s outside coaching?
- How do they tailor support to the individual (not a template)?

Your loved one deserves support that is safe, informed, and genuinely professional.

Different, not less. Under the right circumstances, given the right adjustments, autism CAN be a superpower🙌🏻

HerZest Zest Canberra Neuroscience

12/02/2026

Going bigger isn’t scaling , it’s just adding overhead.

I see it all the time: a business has a great month and the next move is “Let’s open another location” or “Let’s hire more people.” But if you add rent, wages, and production costs “before”you’ve built repeatable profit, you’re not scaling , you’re multiplying risk.

Here’s the truth:
- A good month isn’t a scalable model. It might be a spike , and spikes don’t pay leases.
- Real growth is calm, repeatable, and profitable.
- Scale the engine first. Then add the weight.

If you’re thinking about your “next level”, start here: tighten your numbers, document your key processes, and fix the first thing that would break if demand doubled.

Want help scaling without chaos? DM me or visit sageadvice.au

HerZest Zest Canberra

Raffy Sgroi discusses sustainable growth vs temporary spikes in business performance for lasting success and balance

05/12/2025

I truly appreciate the invite to be part of such an important conversation. Thank you Debi Bannerman for including me in the conversation you and Tanya created an incredible space for a powerful movement.
Real change requires action, and companies like Downer Professional Services exemplify their commitment to cultural transformation.

On Tuesday, we gathered to celebrate the International Day of People with Disabilities (IDPwD) with a lunchtime panel hosted by the People with Disability and Neurodiversity Inclusion and Belonging Network, led by Debi Bannerman and Tayla Bish.

“Fostering disability inclusive societies for advancing social progress,” set the tone for a meaningful discussion about turning advocacy into tangible action and building workplaces where belonging is genuine.

Emma Davidson former ACT Minister for Disability and current Program Director at ANU’s IDEATE initiative, highlighted the importance of collaboration across organisations, sharing ideas helps us improve together and drive real change.

I shared a simple but powerful metaphor: building a ramp instead of stairs, because true inclusion creates spaces where everyone feels valued, supported, and empowered to contribute. Let’s talk a universal language, a universal design!

Inclusion isn’t just a checkbox; it’s a culture. Events like this remind us that turning our vision into action is how we create meaningful, lasting change.

Thanks to all the speakers, hosts, and everyone who joined this vital conversation!

22/10/2025

Yesterday, I had the honor of being a guest on a marvellous panel hosted by AHRI, surrounded by incredible HR leaders.

Our discussion focused on attracting, recruiting, and retaining people with disabilities, a topic close to my heart and at the core of my professional journey.

Two amazing leaders joined me, Christina Ryan Wayne Herbert guided by an incredible facilitator Cecilia Jones (FCPHR, CIECL) who brought so much energy and insight to the conversation.

It reinforced my belief that until we start talking about policies, truly embedding inclusion into our everyday practices, we’re still far from creating genuinely inclusive workplaces.

DEI isn’t just a program; it’s a practice. There’s a significant difference between DEI and affirmative action. Affirmative action is about getting minorities and disadvantaged talents through the door. DEI, on the other hand, ensures those talented individuals are in the necessary spaces, given a voice, and empowered with leadership opportunities within those rooms.

True inclusion happens when we move beyond simply opening the door, we ensure everyone has a seat at the table and a chance to lead.

Let’s keep pushing for that change!

Australian HR Institute Canberra Business Chamber Zest Leadership Collective Raffy Sgroi HerZest