Leading with the Sacred Feminine: How Women Are Shaping the Future of Corporate Leadership

Posted on February 21, 2025 by dennisro

For millennia, the feminine principle has been hidden, suppressed, and misunderstood. Yet, an energetic shift is happening, one that is guiding humanity—and particularly women—back toward balance and harmony. As ancient wisdom resurfaces, we are witnessing the return of the sacred feminine in ways that go beyond spirituality. In the modern corporate world, women are stepping into leadership roles with a new sense of purpose, intuition, and wisdom, drawing on ancient teachings to shape the future of business and society.

The world once thrived in a delicate balance between masculine and feminine energies. Ancient societies, such as pre-dynastic Egypt, operated through a matrilineal structure, where wisdom, leadership, and spiritual power were passed through the feminine. These societies were built on harmony, creativity, and collaboration—principles that align closely with the core values many modern companies are beginning to prioritize today. As patriarchal structures began to dominate, the role of the feminine was overshadowed, and much of the ancient knowledge was buried. However, just as the Earth is undergoing an energetic shift, so too are women reclaiming their rightful place in leadership.

The Kundalini energy of the Earth, which once resided in the masculine Himalayas, has shifted to the feminine Andes, signaling the return of the divine feminine on a planetary scale. This shift is not just metaphysical—it is playing out in the corporate world as well, where women are stepping forward with a deep sense of connection, wisdom, and intuitive leadership. It’s an era of reclamation—reclaiming women’s roles as leaders, healers, and visionaries in the spaces where decisions that shape the world are made.

In this age of energetic transformation, the business world is discovering that leadership is not just about power or authority—it is about connection. Women are leading in ways that recognize the importance of empathy, emotional intelligence, and collaboration, recognizing that successful leadership is grounded in relationships and mutual respect. As they embrace these values, women are also challenging the traditional, hierarchical business models that have dominated for centuries. They are replacing competition with cooperation, striving to create organizations that are not just financially successful, but also deeply committed to their people, their environment, and their purpose.

The return of the sacred feminine in corporate leadership means recognizing the interconnectedness of all things—whether that’s understanding the impact of decisions on employees, the community, or the planet. As the Earth shifts energetically, women in leadership are similarly embracing the understanding that true leadership requires a balance between masculine and feminine energies. It requires embracing intuition, honoring emotions, and recognizing the importance of nurturing relationships, while also utilizing strategy, drive, and ambition.

Just as ancient civilizations honored the feminine energy as a source of creativity and growth, today’s leaders are beginning to see the value in these same principles. The feminine is no longer seen as soft or secondary to masculine power. It is being recognized as a powerful force of creation, innovation, and sustainability—qualities essential to the future of corporate leadership. As women step into these roles, they bring with them a vision for a world where balance, wisdom, and respect are at the forefront of every decision.

The Kundalini rising within the Earth reflects the rising Kundalini within women—a deep, inner knowing that calls for change. This shift is not just a spiritual one but a collective awakening, one where women are called to lead with both heart and mind. As they embrace their leadership roles, they are drawing upon ancient wisdom that values intuition, creativity, and the nurturing of human potential.

The time for healing and transformation is now, and it begins with remembering the ancient ways. It’s about honoring the sacred feminine in all aspects of life—personal, spiritual, and professional. Women in leadership are no longer just filling spaces; they are redefining what leadership means in the modern world. The return of the sacred feminine is not just about reconnecting to ancient wisdom—it’s about creating a future where leadership is more inclusive, compassionate, and sustainable. The divine feminine is leading the way, not only for women but for the future of business itself.

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From Politics to Power: How Mentorship Guides Women in Navigating Corporate Hierarchies

Posted on February 21, 2025 by dennisro

In today’s corporate world, climbing the ladder to leadership positions requires more than just skills and experience. It demands an understanding of the intricate web of organizational politics—the unwritten rules, power dynamics, and informal networks that shape decision-making and influence success. For women, this can be especially challenging, as they often face unique barriers such as gender bias, exclusion from influential networks, and the struggle to assert authority in male-dominated spaces.

However, navigating this maze becomes significantly easier with the guidance of a mentor. A good mentor doesn’t just offer career advice or share their knowledge about your industry—they help you decode the complex politics that influence career advancement and decision-making within an organization. In this blog, we explore how mentorship can be a game-changer for women seeking to navigate corporate hierarchies and ultimately achieve leadership success.

Understanding Corporate Hierarchies and Organizational Politics

Corporate hierarchies are often more complex than they first appear. While job titles and positions suggest who holds power, the reality is that influence and decision-making often occur in less visible spaces, such as informal networks, behind-the-scenes alliances, or through subtle influence tactics. Knowing how to maneuver through these channels is vital to a woman’s ability to rise within the ranks.

Women leaders frequently face challenges such as being excluded from informal networks, being underestimated or undermined due to gender, and encountering subtle biases that impact their professional growth. Navigating this political landscape requires a level of emotional intelligence, strategic thinking, and awareness of how power operates within the organization.

How Mentorship Provides Strategic Insight

A mentor who has already navigated organizational politics and corporate hierarchies can provide invaluable insights into these often hidden dynamics. Here’s how mentorship can help women:

Decoding Unwritten Rules: Every organization has a set of unspoken rules and norms that determine how things actually get done. These rules include everything from who makes the real decisions to how resources are allocated or how promotions are awarded. A mentor can help women decode these unwritten rules, providing a roadmap for how to succeed within the existing power structures. By understanding these nuances, women can avoid costly missteps and position themselves effectively for opportunities.
Building and Navigating Influential Networks: Success in corporate hierarchies often depends on who you know, as much as what you know. Informal networks of decision-makers, influencers, and allies can hold the keys to career advancement. A mentor with experience in the organization can guide women on how to access these networks, build meaningful relationships with key stakeholders, and develop alliances that will help propel their careers. By learning how to leverage these connections, women can ensure they are not left out of critical conversations or opportunities.
Developing Assertiveness and Authority: In male-dominated environments, women often face the challenge of having their authority questioned or undermined. They may be expected to prove themselves more than their male counterparts or find their leadership style scrutinized. A mentor can help women develop strategies for asserting authority in ways that align with the organizational culture while still overcoming these biases. Mentors can offer tips on how to project confidence, communicate assertively, and gain respect without falling into the trap of being labeled as too “aggressive” or “soft.”
Managing Power Struggles and Conflicts: Organizational politics often involve competing interests, resource allocation, and power struggles. Whether it’s navigating office rivalries, handling conflicting agendas, or dealing with the fallout of a corporate decision, a mentor’s experience can be invaluable. They can teach women how to manage power dynamics, handle difficult situations with grace, and navigate conflicts without damaging relationships or jeopardizing their standing within the company. This strategic guidance allows women to maintain professionalism while protecting their interests.
Identifying Key Opportunities for Career Advancement: Organizational politics isn’t just about navigating challenges—it’s also about recognizing and seizing opportunities. A mentor can help women identify key moments when they can make their mark, such as taking on high-profile projects, speaking up in crucial meetings, or volunteering for leadership roles in important initiatives. Having someone who understands the broader organizational landscape can help women focus on the opportunities that align with their career goals and maximize their chances for success.

Conclusion

Navigating corporate hierarchies is a complex, and often political, journey. For women, it’s about more than just breaking through the glass ceiling—it’s about understanding how power flows, how decisions are made, and how to position oneself for growth within the organization. Mentorship plays a pivotal role in guiding women through this maze, providing them with the strategies, insights, and confidence needed to thrive in leadership positions.

By offering practical advice, helping women understand the hidden rules of organizational politics, and supporting their development as leaders, mentors empower women to turn political challenges into opportunities for growth. In the end, mentorship doesn’t just guide women—it helps them become the powerful leaders they are capable of being.

Helping Executive Women Reduce Stress, Prevent Fatigue & Avoid Burnout
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Reflect. Choose. Evolve: The Power of Awareness in Every Area of Life

Posted on February 21, 2025 by dennisro

In every aspect of our lives, we face choices. Whether it’s in our careers, relationships, health, or personal growth, the decisions we make shape our experiences and outcomes. The good news? You always have the power to make better choices, and it starts with awareness.

Reflect: Understanding Where You Are

The first step in making better choices is to reflect on where you are right now. This isn’t about self-criticism or regret; it’s about gaining clarity. Take a moment to step back and assess your life as it stands. How do you feel about your current situation? Are you satisfied with your relationships, your work, your health, and your personal growth? If not, what’s missing or out of balance?

Reflection is the practice of looking at your choices—big and small—and noticing the patterns. How did you get here? What choices did you make that have led you to this point? Reflection isn’t about judgment; it’s about understanding the why behind your actions, the triggers and behaviors that drive them. When you can see things clearly, you can begin to identify what’s working and what isn’t.

Choose: The Power to Change

Once you’ve reflected on your life, the next step is choice. You have the power to decide how you want to move forward. Your past doesn’t define you—your choices do. You can always choose to take a different path, to change your course, and to create a new outcome.

The beauty of choice is that it’s always within your control. It might not always feel that way, especially in difficult circumstances, but at every turn, there are options. You might decide to change a habit, invest more in your relationships, pursue a new career, or set new personal goals. Whatever it is, choosing with awareness means you’re no longer drifting—you’re moving with intention.

Evolve: Growth Through Action

Choice without action can remain just a thought, but it’s through evolution that we see real change. As you make choices aligned with your desires and values, you begin to evolve. Growth isn’t always linear—it’s a process. Some days may feel like progress, others like setbacks. But the important thing is to keep moving forward, learning from your experiences and adjusting as needed.

When you embrace evolution, you start to see that every challenge is an opportunity to grow. Whether you face obstacles in your career, relationships, or personal goals, you’re evolving because you’re engaging with those challenges rather than avoiding them. The act of evolving means you’re never static—you’re always growing, learning, and becoming more of the person you wish to be.

The Power to Make Better Choices

Here’s the truth: You always have the power to make better choices, and it starts with awareness. Whether you’re trying to improve your health, advance your career, deepen your relationships, or grow as a person, it begins by becoming aware of your choices and how they shape your reality.

When you reflect, you gain clarity. When you choose, you take control. And when you evolve, you continue to grow and move closer to the life you want. This cycle of reflection, choice, and evolution is not a one-time process—it’s an ongoing practice, and each step leads you closer to a more intentional and fulfilling life.

It’s not about perfection. It’s about progress. And by staying aware and making better choices, you’ll begin to see the transformation in your life that you’ve been seeking all along.

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Leading at Work, Caregiving at Home: The Silent Struggle of Women Executives

Posted on January 31, 2025 by dennisro

In today’s corporate world, women executives are breaking barriers, leading industries, and driving innovation. However, beyond the boardroom, many face a hidden challenge: the “second shift”—the relentless responsibilities of caregiving that persist long after office hours.

The Reality of the Second Shift

For decades, research has shown that women, regardless of their career success, still carry a disproportionate share of household and caregiving duties. While progress has been made in workplace equality, the expectations at home have not shifted at the same pace. A senior executive may spend her day negotiating multimillion-dollar deals, only to return home and oversee homework, dinner, and aging parent care. The mental and physical toll of balancing these dual roles can be overwhelming.

Why the Burden Persists

Several factors contribute to this ongoing struggle:

Cultural Expectations – Traditional gender roles still influence perceptions of responsibility at home, even among progressive families.
Guilt and Societal Pressures – Many high-achieving women feel the need to “do it all,” fearing judgment if they delegate caregiving tasks.
Lack of Institutional Support – While companies are making strides in flexible work policies, systemic changes in caregiving support are still lacking.
Invisible Labor – Planning meals, scheduling doctor appointments, and organizing household logistics often fall to women, adding an unrecognized mental load.

The Impact on Career and Well-being

This dual responsibility affects not only personal well-being but also professional growth. Studies show that executive women are more likely to experience burnout than their male counterparts, often leading to career stagnation or early exits from leadership roles. The constant juggling of high-stakes decisions at work and emotional labor at home can lead to stress, fatigue, and feelings of inadequacy.

Rethinking Support Systems

To create sustainable career paths for women leaders, organizations and families alike must rethink support structures. Here’s how:

Corporate Policy Shifts
Redefining Household Roles
Building a Strong Network

A Call for Change

The silent struggle of women executives managing the second shift must be brought to light. Recognizing and addressing these challenges is not just a women’s issue—it’s a leadership and societal issue. By redefining success, advocating for systemic support, and shifting outdated expectations, we can create an environment where women no longer have to choose between thriving at work and fulfilling personal responsibilities.

Final Thought

True progress means acknowledging the unseen burdens and reshaping the future of leadership to be more inclusive, sustainable, and balanced. The conversation starts now—how will your workplace, home, and community support change?

Helping Executive Women Reduce Stress, Prevent Fatigue & Avoid Burnout
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Empowering Change: How Starting a Small Business Helps Women Break Free from Patriarchal Leadership Models

Posted on January 22, 2025 by dennisro

For many women, launching a small to medium-sized business offers an opportunity to redefine the way they lead, moving away from traditional patriarchal models toward a style that aligns with their values. Unlike corporate settings, where rigid hierarchies and established practices are often entrenched, a businesswoman starting her own venture has the freedom to build a culture that prioritizes inclusivity, empathy, and innovation from the ground up.

One of the biggest advantages of small business ownership is the flexibility to design a personalized leadership style. Rather than conforming to a top-down, competitive model, women can establish their own framework, where collaboration and mutual respect are central. They can prioritize values that feel natural and sustainable, such as open communication, shared decision-making, and long-term relationship building. This approach creates a work environment that encourages employees to thrive and feel valued.

Small to medium businesses also allow women leaders to focus on team well-being alongside profit. While many corporate structures often reward revenue and growth at the expense of employees, a small business can integrate work-life balance policies that nurture a happy, productive workforce. From flexible hours to a supportive family-friendly culture, these choices help foster a workplace that respects the individual needs of team members. This compassionate approach to leadership not only improves morale but also reduces turnover, ultimately benefiting business longevity.

Additionally, mentorship and development can be core components of a small business, allowing women to pass on their unique perspectives and help build other leaders. In many large companies, mentorship is overlooked in favor of immediate productivity; however, in a smaller setting, businesswomen can nurture talent and encourage growth, creating a ripple effect of positive change.

Finally, running a business offers a direct way to influence industry practices. As women-owned businesses become more prevalent, they challenge traditional models and offer compelling proof that empathy and collaboration drive success. By taking the lead in designing workplaces that reflect these values, businesswomen are not only achieving personal fulfillment but also paving the way for a broader cultural shift toward balanced, inclusive, and effective leadership.

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Making This Year Different: Why Accountability is Key to Keeping Your New Year’s Resolutions

Posted on January 22, 2025 by dennisro

The New Year is a time for fresh starts. It’s a symbolic moment when people across the globe turn the page to begin anew, motivated by a sense of optimism and the possibility of change. Many set New Year’s resolutions, eager to improve themselves or their circumstances in the coming year. The idea is simple: the calendar flips, and so should our habits, health, or personal growth. But let’s face it—this isn’t the first time you’ve thought about making a change. It’s not even the first time you’ve vowed to start fresh. Yet, you may have found that those resolutions tend to fade long before the year ends.

You’ve set goals in the past: lose weight, get fitter, save more money, or finally read that book you’ve been meaning to. And each time, you had the best intentions. But by February, you’re back in the same routine, and the resolution feels like a distant memory. The cycle of good intentions and eventual disappointment is so common that it’s almost expected. But here’s the good news: this year can be different.

Why Resolutions Fail: The Common Pitfalls

Research shows that approximately 80% of New Year’s resolutions fail by February (U.S. News & World Report, 2019). The most common reasons? Unrealistic goals, lack of clear planning, and the challenge of forming lasting habits. For example, making an ambitious goal like “I will lose 30 pounds in one month” is often set up for failure, because it’s both unrealistic and unsustainable. Instead of setting yourself up for inevitable disappointment, it’s crucial to set specific, measurable, and achievable goals.

Another common trap is the lack of a concrete plan. Simply saying “I want to get healthier” isn’t enough. Without clear actions or steps—such as committing to exercise three times a week, cooking more at home, or tracking food intake—it’s easy to get sidetracked. Research from the American Psychological Association shows that people are more likely to succeed when they break their goals into smaller, actionable steps.

Perhaps the biggest reason resolutions falter is the failure to build habits. It takes time and consistency to change behaviors, and it’s difficult to stay motivated without support. This is where an accountability partner comes in.

The Power of Accountability

Accountability is a game-changer when it comes to sticking to New Year’s resolutions. An accountability partner can help keep you on track, offer encouragement during tough times, and hold you responsible for your goals. The concept of accountability has been studied extensively and proven to increase the likelihood of success. According to research from Gretchen Rubin, author of Better Than Before, accountability partners are one of the most effective ways to ensure that new habits stick.

The benefits of accountability are well-documented. Studies show that when people know someone else is watching and supporting their progress, they are more likely to follow through. A study published in The Journal of Applied Psychology found that people who made public commitments were more likely to achieve their goals, because of the social pressure and desire to avoid disappointing others.

An accountability partner acts as both a motivator and a reality check. This person doesn’t have to be someone who shares your exact goals. It could be a friend, family member, colleague, or even a coach. Their role is to check in on your progress regularly, encourage you when you’re feeling discouraged, and hold you accountable for your actions. This added layer of external motivation helps keep you aligned with your resolutions, especially when the going gets tough.

How to Find the Right Accountability Partner

The key to a successful accountability partnership is choosing someone who is supportive, trustworthy, and invested in your success. Ideally, this person should be someone you respect and feel comfortable confiding in. They don’t need to have the same goals as you, but they should be committed to helping you stay on track.

In addition, it’s important to set clear expectations for your partnership. How often will you check in with each other? Will you meet weekly, monthly, or communicate online? Be specific about what you need from each other. Are you seeking advice, motivation, or just someone to listen? Once the ground rules are set, you’ll both be on the same page and more likely to achieve your goals.

Making This Year Different

This year, instead of relying solely on willpower to achieve your New Year’s resolutions, consider adding an accountability partner to the mix. Research shows that this simple step can dramatically improve your chances of success. By setting realistic goals, creating actionable steps, and involving someone who cares about your progress, you increase the likelihood that your resolutions will stick—not just for a few weeks, but for a lifetime. So, why not make this year the year that really changes? Find your accountability partner, set your goals, and watch how far you can go.

How to invest your way to a bigger home deposit

Posted on January 22, 2025 by dennisro

The housing market is not friendly to would-be buyers without help from mum and dad. So many are turning to the sharemarket for help.

Sophie MacPherson, 25, has been investing since she picked up a copy of The Barefoot Investor as a teenager and thought she ought to “dip a toe in”.

After eight years, she plans to use some of it for a home deposit.

MacPherson, who is a policy officer in Sydney, is among the growing number of young people turning to the sharemarket to turbocharge their savings in the hope they will make enough for a house deposit.

The combination of (until recently) lacklustre wage growth, higher rents and soaring home values make keeping up with property price growth a Sisyphean task for those trying to break into the market.

MacPherson was investing monthly into exchange-traded funds in 2022. Although she has stepped it back recently to chase high interest in her savings account, she still has about 50 per cent of her money in shares.

“Ideally, I wouldn’t liquidate my entire portfolio to buy a property, but I would liquidate some to help form a deposit,” MacPherson says, admitting it’s tricky to manage her HECS debt while breaking into Sydney’s “crazy” property market. So, she thinks it’s likely she’ll have to tap her investments.

“If the right property came up towards the end of this year or next year, we would definitely be open to putting an offer on something like that.”

Here is a guide to investing if you want to buy a property within one year, a couple of years or in a decade’s time.

Within a year

This timeframe is too short for investing in financial markets, says Melody Edwards, a financial adviser at Evalesco.

“The chance of losing capital over that amount of time is considerable,” she says. “So unless you’re flexible on your purchase date, to the extent you can ride through something happening, you really want to keep it more secure savings.”

HSBC head of investments Donahue D’Souza agrees that the amount of risk you can take on is tied closely to your timeframe.

“An investment horizon of up to two years is typically seen as short term, medium term is three to five and long term is greater than five years.”

A one-year timeframe is very short for the sharemarket, so if you’re planning to buy soon, cash is your friend, D’Souza says.

But that doesn’t mean you can’t make your money work hard.

Canstar analysis finds a person with $100,000 who put it into a high-interest saving account earning 5 per cent, and deposited $1000 a month, would earn $5018 in interest in 2025.

That means the deposit will grow to $117,018 over the 12 months, even accounting for forecast interest rate cuts in May, July, August and November (as forecast by Westpac).

Someone with a $150,000 savings balance would reach $169,401 over the same period if they contributed the same $1000 a month, while someone with $200,000 would have $221,784.

The First Home Super Saver Scheme, in which borrowers can withdraw up to $50,000 of voluntary superannuation contributions, is another option and offers some tax benefits, as savings within super are taxed at only 15 per cent.

In two to three years

If you’re thinking of buying within two years, you’d still be largely in high-interest savings accounts, says Edwards.

But once you reach three years, you may consider adding a small portion of investments, such as diversified or exchange-traded funds. “You’d probably still be 75 per cent to 80 per cent in cash,” she adds.

D’Souza agrees liquid and defensive assets – those that are less likely to lose value – should still be front-of-mind in this scenario.

“Typically, these types of investments would include high interest and bonus interest savings accounts, term deposits and government bonds, if prepared to collect coupon payments and hold to maturity,” he says.

In three to five years

You have a little more room to play here, but still not a lot.

“You’re probably opening up a bit more in terms of adding growth,” says Edwards. “With three to five years, you would start increasing the growth allocation towards 50 per cent, but you’d try to diversify it as much as possible.”

That is, you’re not putting it all into just Australian banking shares, or US tech shares.

“Especially if the amounts are smaller, in terms of the regular savings that you’re putting into your investments, the easiest way to diversify would be to track an index and that’s the most cost-effective as well. Something like [an ETF tracking the ASX or the S&P500] is something we’d look at, or a diversified growth ETF that might mix the different indices as well.”

For example, ETF providers such as Vanguard offer products based on risk tolerance. Vanguard’s diversified conservative index ETF is described as medium risk, with a three year-plus timeframe.

Its diversified balanced ETF is also medium risk, but has a timeframe of five years-plus.

Others, such as its diversified growth ETF are considered high to very-high risk, and so it recommends holding them for at least seven years.

In 10 years

It’s not uncommon for Edwards to meet clients who want to buy further than five years out, particularly if they want a house rather than a unit, or they have quite a specific property goal.

For that saver, the first step is building up a three- to six-month buffer of living expenses. This is because these savers will invest much more in growth assets, such as shares, which they don’t want to draw down upon for a long time.

“Once that buffer is built, it’s about deploying 70 to 80 per cent of their wealth into growth assets. The rest will be in cash or fixed income,” says Edwards.

Those growth investments will still be in broad ETFs or index funds.

You have a bit more time now, so you can afford to take more risk as you have longer for the market to recover, agrees D’Souza.

“This portfolio is mainly growth-oriented with increased exposure to equities, global equities, and thematic plays.

“Given the higher risk, investors will likely use active ETFs and leverage the expertise of a financial adviser or fund manager to actively manage and adjust the portfolio exposures to increase returns and actively manage the risk,” he says.

If you’ve got a 10-year timeframe, you may consider adding an element of leverage to your investment strategy.

ETF provider Betashares launched a suite of products this year called Wealth Builder ETFs. These products track an index and are leveraged at a range of 30 to 40 per cent, meaning that for every $100 invested, the investor is granted $143 to $167 worth of exposure to the related index.

Betashares says $10,000 invested in the ASX200 from September 2010 to March 2024 would have grown to $30,400, but if that same sum was leveraged at a loan-to-value ratio of 30 to 40 per cent, it would have grown to $37,400.

But, notes Edwards, any time you introduce gearing, you increase risk. “That would be something where you only put in as much as you are comfortable to lose, over that short-term period,” she says.

How do I split it?

It’s not a simple matter of transferring, say, half of your savings into ETFs in one fell swoop, says Edwards.

Instead, you need to figure out what you’re trying to achieve for your deposit and then work backwards.

She gives this example: “Let’s say the starting point is $50,000 and the target is $100,000 deposit and the timeframe is five years – to save the $50,000 you would need to put aside about $192 per week into a savings account.

“A way to potentially grow your savings would be to invest a portion of these funds, keeping sufficient funds as an emergency buffer. We typically target three to six months.

“If your annual living expenses are $60,000, keep $30,000 as your buffer and start your investment with $20,000 and then with your regular savings, direct 50 per cent to savings and 50 per cent into investments.”

If you’re starting with $100,000, and plan to invest a larger amount, say $70,000, she says it’s worth considering dollar cost averaging over four months (so $17,500 in each instalment) to minimise market timing risk.

“We would usually look at dollar cost averaging between three and six months depending on the amount invested and your comfort level. Usually, the more to invest, but less familiar with investments would take over a longer period.”

Although she’s used a five-year timeframe, she says this buyer would have to be comfortable extending their purchase date if markets were to drop and fail to recover within that span.

“The big question [for people trying to save a deposit is] what is the timeframe and what are you looking at to buy?” Edwards says.

“The answers to those questions will help guide us around what’s reasonable, and what might require a little bit more work.”

by Lucy Dean in AFR 03/01/2025

How to put a rocket under your super balance in 2025

Posted on January 22, 2025 by dennisro

The stage three tax cuts may give you a little extra to contribute to super this year. These are your options.

If you have some holiday downtime, why not take stock of your finances and plan to use the stage three tax cuts to boost superannuation.

While people are struggling with cost-of-living pressures, the tax relief may mean you’ll have more disposable income and possibly even a surplus to invest.

Consider topping up your super because – after reducing your mortgage – it’s the most tax-effective structure for your money. And super is not just for high-income earners. Low-income earners may receive a top-up from the government after tax time of up to $1000.

Concessional contributions

Pre-tax contributions (concessional contributions) provide the opportunity to grow your retirement savings while reaping tax benefits along the way.

While the greatest benefit goes to people earning $190,000 to $250,000, those earning up to $37,000 who derive at least 10 per cent of their income from employment or business receive a low-income super tax offset payment of up to $500. It effectively refunds the 15 per cent tax paid on their super contributions.

The concessional contributions cap is $30,000, up from $27,500 in 2023-24.

The superannuation guarantee (SG) rate increased to 11.5 per cent on July 1, 2024. So, the opportunity for wage earners to make increased voluntary pre-tax contributions during this financial year is partly absorbed by the increase in their employer’s compulsory contributions.

From July 1, 2025, the SG rate rises to 12 per cent.

If you’re aged 67 to 74 and wish to claim a tax deduction for a personal contribution, you must meet the work test – 40 hours of gainful employment in 30 days.

If you can’t meet this test, but met it in 2023-24 and had a total superannuation balance below $300,000 at June 30, 2024, then you may contribute under the “work test exemption” provided you haven’t used this exemption before.

Generally, you have until 28 days after the end of the month in which you turn 75 to contribute.

Catch-up concessional contributions

If you didn’t use the full $27,500 concessional contributions cap in each of the last three financial years (or the $25,000 cap in the two years before that), then any unused amounts may be contributed this year, giving you a bigger deduction and tax saving.

Do this by making a larger personal contribution and claiming it as a tax deduction, or increasing salary sacrifice contributions.

But the catch is your total superannuation balance must have been less than $500,000 at June 30, 2024.

Unused cap amounts can be carried forward for up to five years, so this financial year is the last year to use any unused amount from 2019-20 – use it or lose it.

For some people, it may mean a tax deduction of up to $162,500. And for SMSF members able to use what is called a contribution reserving strategy and make a double contribution in June 2025, it could be as high as $192,500.

Using unused cap amounts can be extremely useful where you need to make a large one-off contribution to reduce capital gains tax arising from, say, the sale of an investment property.

Non-concessional contributions

The non-concessional (after tax) contributions cap is $120,000.

Anyone under 75 – whether working or fully retired – can make an after-tax contribution provided their total superannuation balance was less than $1.9 million at June 30, 2024.

If you haven’t triggered the bring-forward rule in the last two financial years and were under 75 at July 1, 2024, you may contribute up to $360,000 provided your total superannuation balance was less than $1.66 million at June 30, 2024, and up to $240,000 if it was $1.66 million to less than $1.78 million.

So, check your contributions since July 1, 2022. Look out for any excess concessional contributions not withdrawn from super as they count as non-concessional contributions and may have caused you to inadvertently trigger the bring-forward rule – a trap for the unwary.

Downsizer contributions

From age 55, you may be eligible to make a downsizer contribution of up to $300,000 ($600,000 for a couple) where you sell a home that you or your spouse owned for at least 10 years and contribute the proceeds within 90 days of settlement.

A downsizer contribution allows you to boost your super even if you’re otherwise ineligible to contribute due to age or total superannuation balance – you can contribute even if you’re aged 75 or more or have $1.9 million or more in super.

Other contributions

If your income will be less than $45,400 with at least 10 per cent of it coming from employment or business, then consider contributing $1000 to get a $500 top-up from the government – free money. But you must be under 71.

The co-contribution progressively reduces where you earn between $45,400 and $60,400.

You could make a contribution for your spouse provided they’re under 75.

If your spouse earns less than $37,000 and you contribute up to $3000, you can claim an 18 per cent tax offset – a benefit of up to $540. The tax offset progressively reduces where they earn between $37,000 and $40,000.

Boosting your spouse’s super while getting a tax benefit in the process is a win-win situation.

If you’re an eligible small business owner selling your business or an active business asset, don’t overlook the opportunity to make a CGT cap contribution of up to $1.78 million.

And if you’re using super to save for your first home, a voluntary contribution of up to $15,000 will help you get to the maximum releasable amount of $50,000 under the First Home Super Saver Scheme quicker – it takes years to get the greatest benefit from the scheme.

Starting a super pension

If you’re looking to start your first pension, the limit on how much you can transfer into it – the general transfer balance cap – is $1.9 million.

On July 1, this cap may increase to $2 million depending on movements in the CPI – meaning you could get more into the tax-free retirement phase.

So, if you’re going to be limited by this cap (which also affects how much you can receive by way of a death benefit pension when a loved one dies), you may want to hold off starting a pension – other than a transition to retirement pension – until then.

If you started a pension before July 1, 2024, your transfer balance cap will be less. You can obtain it from ATO Online via myGov.

Should you require more income than the requisite minimum, consider taking it as a lump sum withdrawal – partial commutation – because it helps your transfer balance cap.

Now is an ideal time to plan to get ahead of the game before tax time in June, which will be upon us before you know it.

by Colin Lewis AFR 03/01/2025

Why Professionals Often Overlook the Emotional Side of Change (and How to Avoid It)

Posted on January 22, 2025 by dennisro

Change is an inevitable part of any organization’s growth and success. Whether it’s adopting new technology, restructuring teams, or shifting strategies, professionals often lead change initiatives with the goal of improving efficiency, productivity, or innovation. However, one critical aspect is frequently overlooked—the emotional impact change has on individuals.

In the rush to implement change effectively, many professionals focus on the technicalities: updating systems, revising processes, and aligning resources. While these elements are important, they often fail to consider the human element—the fears, uncertainties, and emotional responses that accompany any transition. This oversight can lead to resistance, disengagement, and a lack of support for the change initiative.

The Emotional Impact of Change

Humans are inherently resistant to change, particularly when it’s unexpected or feels imposed. For many, change represents uncertainty, and uncertainty triggers fear. Will the change make their jobs harder? Will they lose their sense of security? Will they be left behind? These are just some of the questions that may arise in people’s minds.

Even well-intentioned and strategically planned changes can be met with resistance if the emotional side is ignored. For example, a new software system may promise to improve productivity, but employees may feel overwhelmed by the learning curve. Similarly, a restructuring effort designed to streamline operations may leave staff members worried about job security, despite no official announcements about layoffs.

This emotional turmoil can manifest in various ways—stress, frustration, disengagement, or even sabotage of the new initiatives. People may go through a psychological cycle similar to the stages of grief: denial, anger, bargaining, and acceptance. When these feelings aren’t addressed, they can slow down the change process, erode trust in leadership, and ultimately undermine the success of the initiative.

The Mistake: Focusing Solely on the Technical Aspects

One of the most common mistakes professionals make when leading change is overemphasizing the technical side and underestimating the emotional side. When leaders concentrate on the logistical elements—such as timelines, budgets, or new tools—they may assume that people will naturally embrace the change if it’s presented as the best solution.

While these technical factors are important, they aren’t enough on their own. If the emotional responses to change are not addressed, employees may feel alienated, ignored, or unsupported. This can lead to a lack of trust in leadership, decreased morale, and ultimately, failure to achieve the desired outcomes.

Moreover, professionals may inadvertently communicate change in a way that seems top-down or impersonal, rather than fostering a sense of involvement and shared purpose. Without an emphasis on clear, empathetic communication and active listening, employees may feel disconnected from the goals of the change.

How to Avoid This Mistake: Leading Change with Emotional Intelligence

To avoid the mistake of overlooking the emotional side of change, leaders should integrate emotional intelligence into their change management strategies. Emotional intelligence (EQ) is the ability to understand, manage, and influence emotions—both your own and those of others. In the context of change, high EQ can be a game-changer in guiding people through the transition.

Here are some key strategies for addressing the emotional side of change:

1. Communicate Transparently and Frequently

Effective communication is crucial during times of change. Leaders should clearly explain why the change is happening, how it will impact employees, and what the expected outcomes are. This transparency helps alleviate anxiety by removing the uncertainty surrounding the change.

Regular updates and open channels for feedback are also essential. When people feel heard and informed, they’re more likely to trust the process and embrace the change.

2. Acknowledge the Emotional Impact

It’s important to acknowledge that change is emotional. By recognizing the concerns and feelings that employees may have, leaders create a space where people feel understood. Empathy is a powerful tool—it fosters trust and collaboration.

Leaders can also create support systems such as mentoring, coaching, or counseling services to help individuals cope with the emotional challenges of change.

3. Involve Employees in the Process

People are more likely to embrace change when they have a sense of ownership. Involving employees in the planning and implementation stages can ease resistance and create a sense of partnership. When employees are given a chance to voice their opinions and contribute to the change, they are more invested in its success.

4. Provide Training and Support

Offer training sessions, resources, and guidance to help employees navigate the change. This reduces fear by giving individuals the tools they need to succeed in the new environment. The more confident employees feel, the more likely they are to support the change.

Change is challenging, but it’s also an opportunity for growth. Professionals who fail to consider the emotional side of change risk sabotaging their own efforts. By leading with empathy, communicating transparently, and involving employees in the process, professionals can guide their teams through change more effectively. When emotional and technical aspects are balanced, change becomes not just a transition—but a transformation that employees can embrace and thrive within.

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Instinct vs. Intuition: Decoding Nature’s Reflexes and the Mind’s Wisdom

Posted on January 22, 2025 by dennisro

Human decision-making often hinges on two powerful yet distinct forces: instinct and intuition. While they may seem similar, they originate from entirely different aspects of our being. Understanding these forces not only sheds light on our behaviors but also empowers us to make more informed and balanced decisions. Here, we’ll explore five key distinctions between instinct and intuition, highlighting how each plays a unique role in our lives.

1. Origin: Nature vs. Experience

At its core, instinct is a biological inheritance. It is hardwired into us to ensure survival, such as the instinct to pull our hand back from a hot stove or the fight-or-flight response to danger. These responses are embedded in our DNA and shared across species.

In contrast, intuition stems from subconscious processing of our accumulated experiences and knowledge. It is not something we are born with but something we develop over time. For example, a seasoned entrepreneur might “just know” when a business deal feels off. That gut feeling comes from years of learning, pattern recognition, and subconscious analysis.

2. Consciousness: Automatic vs. Awareness-Driven

Instinct operates on autopilot, bypassing conscious thought entirely. It is an immediate, automatic reaction to stimuli, ensuring quick responses in critical moments. For example, flinching when something suddenly moves toward you is an instinctive response.

On the other hand, intuition involves subtle awareness. It is not as immediate as instinct and requires a moment of internal processing. Intuition often manifests as a quiet whisper or a gut feeling that guides decision-making. While it may not demand conscious thought, it is deeply influenced by our subconscious mind and emotional intelligence.

3. Universality: Shared vs. Personal

Instincts are universal across species. They are the same for everyone and follow predictable patterns, such as the maternal instinct to protect offspring or the instinct to seek shelter during a storm. These behaviors are consistent because they are evolutionarily programmed for survival.

Intuition, however, is highly personal. It varies greatly from person to person, depending on their individual life experiences, knowledge, and perceptions. For instance, a musician might intuitively recognize the right note to play in a melody, while a chef might instinctively know when a dish needs more seasoning.

4. Complexity: Simple Reactions vs. Holistic Insights

Instinct is straightforward and specific. Its simplicity is its strength, as it enables quick and decisive actions. For instance, hunger is an instinctive drive that signals the need to eat, ensuring we sustain ourselves.

In contrast, intuition is more complex and multi-faceted. It integrates diverse pieces of information—sometimes without us realizing it—into a cohesive insight. Imagine walking into a room and instantly sensing tension between people. This intuitive awareness arises from subtle cues like body language and tone of voice, processed subconsciously into a holistic understanding of the situation.

5. Timeframe of Development: Innate vs. Learned

Instinct is present from birth or develops naturally without the need for learning. A baby instinctively cries to signal discomfort, and animals instinctively know how to hunt or migrate. These behaviors require no training.

Intuition, by contrast, is cultivated over time. It grows stronger with experience and learning. For instance, a firefighter develops an intuitive sense of danger in a burning building through years of exposure to similar situations. This ability is not innate but honed through practice and reflection.

Bringing It All Together

While instinct and intuition often work in tandem, understanding their differences can help us use them more effectively. Instinct is our primal safeguard, reacting quickly to protect us from harm. It keeps us grounded in the physical world. Intuition, on the other hand, is our subtle guide, offering deeper insights that draw from our personal experiences and subconscious wisdom.

Imagine facing a critical decision. Instinct might urge you to flee a threatening situation, while intuition could provide nuanced guidance, helping you navigate the challenge more strategically. Recognizing when to rely on instinct and when to trust intuition is a skill that can transform how we approach life’s complexities.

By decoding these natural forces, we gain the ability to align with both our biological heritage and our learned wisdom, creating a balance between survival and self-awareness. Instinct keeps us alive, but intuition helps us thrive.

Which will you listen to today—nature’s reflex or the mind’s wisdom?