Last updated: 2/09/2010
In conversation with Michael McLeodGuest Interview with Michael McLeod, CEO, of the Message Stick Group and Founder of AIMSC
 LBF Consulting asked Michael McLeod to discuss why he thinks Indigenous business enterprise and employment go hand in hand? ‘I was amazed at how quickly 2009 flew by... and how my business grew!’ says Michael McLeod. ‘Looking back’, he says ‘There were no Indigenous business success stories...’ when he was starting out. ‘There were plenty of Indigenous role models in politics, sport, arts or academia, but not in business.’ ‘My role models were my peers – they became a support network to speak to and learn from.’ As CEO of the Message Stick Group, McLeod’s clients include: QANTAS, mbf, NRMA, World Vision and CSIRO. The Message Stick Group is a niche Technology, Communications & Media service provider for large corporate businesses and Australian Government agencies. For McLeod, active business ownership fulfilled a dream – a dream driven by perseverance and the determination ‘to achieve financial independence and not rely on welfare, social grants, or charity.’ Initially, his greatest challenge was getting corporate Australia to engage with Indigenous people. ‘Now there are many Indigenous agencies that provide those introductions. McLeod believes business procurement of Indigenous products and services is essential to break the cycle of poverty. ‘Indigenous enterprises offer long term benefit to Indigenous people, by channelling opportunities through procurement or direct employment.’ McLeod says he was motivated to start his own business because he was ‘sick of subsidised employment programs and sick of welfare.’ ‘That I wanted to do something without philanthropy or government grants was considered outside of the stereotype.’ Without knowing quite how to go about it, he said he ‘started simply.’ ‘It wasn’t easy – I didn’t know where to get the support to learn business management, or how to find customers...’ However, as time went on, McLeod gained a high level of support from both the business sector and government – support which he says enabled him to grow both on a business and a personal level. These days, he says, the Federal Government ‘gets it’ and offers enterprise support for owners of Indigenous start up businesses. And there is more support from corporate Australia, partly due to the creation of AIMSC (Australian Indigenous Minority Supplier Council) which McLeod co-founded. Cisco, Microsoft, Telstra, Goldman Sachs, JBWere, QANTAS, and Virgin blue are just some of its founding members. The impetus for McLeod to start AIMSC was the need to create a meeting space for corporate and Indigenous businesses to do business. ‘What made me successful was the ability to connect with corporate Australia and get them to buy from me.’ McLeod founded AIMSC on the back on his own successful business model to share his knowledge and share opportunities. I asked McLeod what he considered the most important skills required to run a successful business are. He responded instantly: ‘The relationship between yourself and your customer and your understanding of their needs.’ Is it possible to build a model within our Australian economy that welcomes the presence of Indigenous-owned businesses into the business and procurement processes of Government agencies and corporate Australia? According to McLeod, the answer is ‘Yes. The key is leadership.’ McLeod sees many opportunities for Indigenous people across corporate Australia provided that, ‘...the CEO, MD, or Director of the corporate, or agency, clearly endorses initiatives to engage with Indigenous Australia.’ ‘I meet extraordinary and dynamic Aboriginal people every day – people who want to see change.’ When asked if he has a personal philosophy, McLeod said he believes in perseverance, to ‘believe in your dreams and aspirations - and go for it!’ Although CEO of a large company and an Indigenous business ‘pioneer’, McLeod is reluctant to see himself as a role model. What would he advise young people to do? ‘Believe in what it is you want for your future.’ I asked Michael what he considered to be his biggest achievement. ‘In my life, to go from poverty to economic independence... says to me that anyone can achieve if they aspire and persevere. I persevered and this is the outcome’. What is Michael’s vision for 2010? ‘To look at how to grow my business and take it to another level.’ Read more about the Message Stick Group here Career Profiles – Human ResourcesQ & A with Human Resources Specialist Shivani SehgalLBF: Shivani, what attracted to you to a career in HR?
Shivani: I see Human Resources as providing a ‘personal touch’ in an organisation, by being the link between management and employees or job seekers. LBF: What recent trends would you like to comment on? Shivani: One thing I have noticed is a large, and increasing demand for school-based work-related training. Focusing on young Indigenous talent at this level has a lot of impact and gives children time to consider different future options and careers before leaving school. Once children leave school, family commitments can be demanding, or it can be harder to reach them with information about new options in careers or training. LBF: Are there any particular tools or methods you’re using that offer a point of difference in the Indigenous employment space? Shivani: One of the current tools I’m using is a psychometric tool with a difference! Unlike conventional candidate assessment tools it’s been designed to be culturally sensitive and relevant both in content and the way in which it can be used. Job seekers and recruiters feel much more comfortable with this approach. LBF: What are some of the challenges you face in your role? Shivani: As an HR Specialist, one of my greatest satisfactions is placing a candidate into a job, and seeing them flourish. Staff retention within an organisation can be one of the biggest challenges – we all want to place staff that stay and thrive and build a career. Some of the most cost effective and successful ways I’ve seen are the use of buddy systems, and creating a culture within an organisation that supports Indigenous employees either by providing individual mentoring, or whole of organisation talent development, and cultural appreciation workshops that involve everyone. There’s also a need for flexible work options for employees having family duties to attend to or family members to care for. Reduced hours or job-sharing is usually the ideal work around. LBF: Shivani, what makes the Indigenous employment an exciting space to work in? Shivani: I find working with Indigenous candidates such a friendly and rewarding area of Human Resources. Whether I am looking for talent, or customising a mentoring program for an organisation, every day I am working with and for people – which is exactly why I chose HR as a career. |
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