The Resolution Room

Vicarious trauma is one of the most overlooked psychosocial hazards at work, especially in high exposure roles like law, insurance, health, and frontline services. In this episode of The Resolution Room, I’m joined by Vanessa Daniel from MLCOA to share 20 practical takeaways for reducing the risk of psychological injury from vicarious trauma, and to make the conversation more useful than the usual “just be resilient” advice. We talk about how workplace health and safety is shifting beyond physical risks and into psychosocial risk management, including what employers and leaders need to understand about their duty to identify, assess, and control these risks. We also unpack why culture matters, why high performers often do not self report, and how regular check ins, training, and supervisor capability can change outcomes before people hit a wall. This is a practical episode for managers, HR, and professionals working with distressing material who want clear, workplace-ready strategies. We cover risk assessments, de-stigmatising help-seeking, structured debriefing, and why vicarious trauma needs to be treated as a leadership issue, not a personal weakness. If you are searching for vicarious trauma workplace strategies, psychosocial safety, or how to prevent psychological injury at work, this conversation will give you a strong starting point. CHAPTER MARKERS 00:00 Introduction 02:05 Psychosocial Safety Shift 04:06 Legal Duties And Key Case 06:43 Acknowledge Exposure 08:05 Stop Blaming Resilience 08:57 Risk Assessments And Controls 11:13 Cumulative Exposure Matters 12:58 Train Staff And Supervisors 14:13 Beyond Self Reporting 15:38 Trauma Informed Supervision 16:45 Rotating Trauma Caseloads 17:30 Monitor Workload Pressure 18:31 Reduce Unnecessary Exposure 19:27 Protocols for Graphic Evidence 19:48 Job Rotation and Mixed Work 21:33 Structured Debriefing Culture 23:02 Peer Support and Access 27:51 Leadership Owns the Risk More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com Disclaimer: The content of this podcast is general information only and does not constitute legal or medical advice. ©2026 mlcoa | Law, Medicine & Everything in Between.

Vicarious trauma is not just a clinical concept; it is a real workplace risk for lawyers, claims teams, clinicians, and anyone who spends their days reading, hearing, or working inside other people’s worst moments. I’m joined today by Dr Naveed Sheikh, consultant psychiatrist and senior medical practitioner, and Vanessa Daniel, National Customer Legal Manager at mlcoa, to have a conversation about what vicarious trauma looks like in the real world and why psychosocial safety at work is now front and centre. We talk about the difference between direct trauma and vicarious trauma, and why the impact can be cumulative even when you were not physically there. Dr Sheikh explains why not every exposure leads to PTSD, but why it still needs to be taken seriously, particularly in high exposure professions like law, medicine, policing, and insurance. Vanessa shares what this looks like through a medico-legal lens, including how sensitive material shows up in legal work and why systems and culture matter as much as individual resilience. We also explore the legal and workplace obligations around psychosocial hazards, including the growing expectation that employers manage psychological risk alongside physical risk. Dr Sheikh shares practical warning signs to watch for, and what supportive workplaces can do early, including debriefing, mentorship, and normalising help-seeking. If you lead a team, work in personal injury or claims, or want a clearer understanding of vicarious trauma in the workplace, this conversation will give you a grounded place to start. CHAPTER MARKERS 00:00 Welcome And Introductions 01:17 Dr Naveed Background 04:12 What Is Vicarious Trauma 05:23 Legal Landscape Overview 09:27 Diagnosis PTSD Vs Adjustment 12:46 Treating Vs Forensic Roles 18:17 Trauma Memory Loop 21:31 Workplace Management Strategies 25:07 Humour And Resilience 26:28 Team Debriefs And Support More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com Disclaimer: The content of this podcast is general information only and does not constitute legal or medical advice. ©2026 mlcoa | Law, Medicine & Everything in Between. Mentioned in this episode: mlcoa

Business development in law is changing fast, and this episode is a practical look at what that means for partners, BD teams, and anyone responsible for growth in a law firm. I’m joined by Kim Wiegand and Charles Handley for a wide-ranging conversation on the future of legal business development , legal marketing and the skills firms will need to stay competitive as client expectations shift. We talk about the real role of AI in law firms and why adoption in marketing and BD is still slower than the hype suggests, even though the pressure for efficiency is rising. Kim shares what she is seeing on the ground, including where technology can genuinely support strategy, and where firms risk missing the point by treating AI as a quick fix rather than a capability to build. Charles brings the recruitment lens, including how BD roles in big law are moving from execution to strategic advisory, and why commercial acumen and coaching ability are now non-negotiable. We also explore the human side of growth, influencing partners, breaking down silos, and building client relationships that last, plus what both guests would tell their younger selves about careers in legal BD and leadership. CHAPTER MARKERS 00:00 Introduction 02:05 BD Landscape Shifts 03:12 AI Reality Check 05:53 New BD Roles Emerging 08:11 From Execution to Advisor 12:19 Coaching Partners Mindset 15:43 Learning Beyond Law Firms 18:03 Investment Gaps and Catalysts 18:50 Partnership Model Pressure 21:18 Private Equity and Spinouts 23:01 Private Equity Readiness 24:38 BD as Capital Advisor 26:24 Macro Trends and Supply Chains 28:53 From Reactive to Predictive BD 31:06 Client Relationships and Defence 35:34 Upskilling for AI-First Teams 38:58 Career Advice and Closing More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com

PTSD can turn a legal claim into something far more personal than paperwork and timelines, and this episode is about what that looks like in the real world. It’s a follow-on from our previous conversation, and I’m joined by Vanessa from MLCOA, forensic psychiatrist Dr Derek Lovell, and barrister Charlotte Campbell to talk about how PTSD shows up in legal matters and what helps people move through the process with less harm. We get into the importance of early intervention after trauma, including the simple but powerful idea of “psychiatric first aid” and why human connection matters before symptoms harden into something more entrenched. Charlotte shares how she builds rapport with clients in a way that protects their sense of control, while still preparing them for the realities of a legal process that can feel invasive and unpredictable. We also explore what a trauma-informed legal approach actually is, and what it is not. That includes how evidence can be tested fairly without losing empathy, why causation and pre-existing vulnerabilities complicate claims, and how concepts like the eggshell skull rule play out when psychological injury is part of the picture. If you work in personal injury, this conversation will sharpen how you think about PTSD, clients, and the responsibilities of the system. CHAPTER MARKERS 00:00 Welcome 02:21 PTSD Recap and Context 03:26 Trauma-Informed Client Meetings 10:37 Plaintiff Participation and Agency 12:42 Testing Evidence Without Harm 15:55 Causation and Eggshell Skull 21:33 Preparing for Court Cross Examination 23:31 Complex PTSD and Somatic Symptoms 27:13 Delayed Onset PTSD Stories 29:56 Early Intervention and Employer Support Thanks to mlcoa and our guests on today’s episode Website: https://www.mlcoa.com.au/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com Mentioned in this episode: mlcoa

Two people can live through the same traumatic event and walk away with completely different psychological outcomes. In this episode, I’m back in the forensic psychiatry space, looking at PTSD in the context of personal injury claims, and why it is showing up more often in the work lawyers, insurers, and clinicians are doing. I’m joined by Dr Derek Lovell, forensic psychiatrist and co-author of the PIRS used in psychiatric impairment assessment, alongside Vanessa Daniel, National Legal Manager at MLCOA, who sits at the intersection of clinical insight and medico-legal process. We talk about what PTSD is and how surprisingly recent it is as a formal diagnosis, including the history behind its recognition and the way trauma has been described long before the label existed. Dr Lovell steps through what clinicians are actually looking for when PTSD is on the table, including the kind of stressor involved and the symptom patterns that tend to matter most. We also touch on the grey areas that often create debate in claims, including where PTSD can be confused with other post-trauma presentations. We then move into vulnerability and recovery, including why some people are more at risk, what tends to support resilience, and what effective early intervention can look like. Vanessa and I also explore how these psychiatric realities land in the legal world, particularly around expectations, assessment, and resolution in personal injury matters. If you work with psychological injury claims, this is a grounded conversation that will sharpen the way you think about PTSD, without turning it into a checklist. More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com Disclaimer: The content of this podcast is general information only and does not constitute legal or medical advice. ©2026 mlcoa | Law, Medicine & Everything in Between. Mentioned in this episode: mlcoa

Will McCartney deferred his Arts/Law degree to build Habeas, a specialised legal tech startup aiming to bridge the AI trust gap in professional practice. In this conversation, he joins me to unpack why generic AI platforms fall short in high-stakes legal settings and how traditional Boolean search leaves practitioners frustrated. Will shares his personal trajectory; from starting his studies at Cambridge to shifting gears during the pandemic, and explains how he set out to create an intuitive, natural-language research tool explicitly tailored to the Australian legal system. The core of the discussion centers on the mechanics of mitigating hallucination risks through a "search-first, inference-second" architecture that prioritises verifiable data retrieval over predictive guessing. Will details how Habeas evolved from a pure research tool into a broader legal intelligence platform capable of advanced drafting and secure analysis across active matter files. They also look closely at adoption patterns, mapping out why agile sole practitioners, barristers, and boutique litigation firms are integrating these specialised workflows much faster than traditional, slow-moving corporate structures. Looking toward the future, the conversation addresses how artificial intelligence will inevitably disrupt the billable hour and fuel the rise of AI-native law firms. Will analyses the market implications of the recent "Anthropic moment," exploring how shifting technology moats challenge old legal tech duopolies and democratises access for smaller practices. Ultimately, this episode highlights a profound irony: as technical legal execution becomes automated, the ultimate premium in the profession will shift back to strategic judgment, niche expertise, and deep client relationships. CHAPTER MARKERS 00:00 Introduction 03:31 The Genesis of Habeas and Solving the Search Problem 05:28 Shifting to Legal Intelligence and Advanced Drafting 07:36 Finding Product-Market Fit in the Australian Market 10:05 Demystifying AI Hallucinations and the Trust Gap 11:38 Search-First, Inference-Second System Architecture 16:14 Adoption Trends and Competitive Pressures 18:00 Building Firm Culture and New Mental Models 21:56 Disrupting the Billable Hour and Law Firm Pricing 24:46 The Premium on Soft Skills, Judgment, and Relationships 26:51 Access to Justice and the Democratization of Law 29:40 Re-architecting Court Systems and AI-Native Firms 33:03 The Anthropic Moment and Shifting Legal Tech Moats 37:38 Where to Find Will McCartney and Habeas Guest Links: Will McCartney: Website: https://www.habeas.ai/ LinkedIn: https://www.linkedin.com/in/will-mccartney-a1494722a/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com

If you’ve ever walked into a negotiation thinking the law and the facts would do the heavy lifting, and then watched the whole thing stall anyway, this episode will feel familiar. I’m joined by Nicole Davidson, accredited mediator and negotiation trainer, to talk about why disputes don’t settle on logic alone, and what actually moves people when positions are entrenched. Nicole brings a rare mix of commercial and human skills, with a background spanning insolvency, investment banking, learning and development, and now commercial mediation. We talk about how she found her way into mediation through Harvard grounded negotiation training, and why she believes the quality of a mediator’s questions can be the difference between a good outcome and a great one. We also get into the common mistakes lawyers make when negotiating, including over relying on legal merit and trying to “take the emotion out of it” when emotion is often the whole point. Nicole shares the core skills she sees as non negotiable, curiosity, asking better questions, and real listening, plus why negotiation training can give lawyers a framework they can use in disputes, deals, and everyday professional conversations. Guest Links: Nicole Davidson: Website: https://www.nicoledavidsonnegotiation.com.au/ LinkedIn: https://www.linkedin.com/in/nicole-davidson-negotiation/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com

Most workplace issues do not start as legal problems. They start as friction, fatigue, missed cues, and someone quietly thinking, I’m trying my best here and it still isn’t working. This conversation looks at how ADHD and neurodiversity can sit underneath those moments, and what employers can do early, before it becomes formal, adversarial or avoidable damage. I’m joined by Vanessa from mlcoa , psychiatrist Dr Tim MacDonald, and Andrew Rich, partner at Gadens , to talk about what ADHD can look like at work and why more organisations are seeking clearer guidance on diagnosis, support, and reasonable adjustments. We explore ADHD as more than a label, including the strengths and challenges that can come with it, and why the right environment can change everything. Vanessa shares what she is seeing from employers, and Dr Tim brings the clinical lens on attention, stress, and performance. Andrew then steps through the legal landscape, including how the Disability Discrimination Act and Fair Work Act approach reasonable adjustments and why you do not always need a formal diagnosis to start doing something sensible. We also talk about practical, low-drama ways to support neurodiverse employees, and how listening, role clarity, and small adjustments can prevent issues escalating into formal disputes. CHAPTER MARKERS 00:00 ADHD in the Workplace Panel 00:18 Why ADHD Awareness Is Rising 01:12 mlcoa Concierge Support Service 01:45 ADHD Clinical View and Neurodiversity 03:25 Employment Law Perspective on ADHD 04:08 ADHD Stigma at Work 07:28 ADHD Diagnosis vs Reasonable Adjustments 15:21 Flexible Work and Managing Workload 20:00 Privacy and Disclosure of ADHD 21:44 Psychosocial Hazards and WHS Duties 24:48 Getting Ahead of Workplace Conflict 28:23 Performance Management and Mediation 32:23 Strengths of ADHD at Work 35:05 Key Takeaways and Disclaimer Guest Links: Dr Tim MacDonald: LinkedIn: https://www.linkedin.com/in/dr-tim-macdonald-4470ba92/ Vanessa Daniel: LinkedIn: https://www.linkedin.com/in/vanessa-d-b002496b/ Andrew Rich: LinkedIn: https://au.linkedin.com/in/andrew-rich-50a84a5a Gadens: https://www.gadens.com/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Email: damien@evolveresolve.com #mlcoa #adhd #mediation #coaching #legal #lawyer #evolveresolve Disclaimer: The content of this podcast is general information only and does not constitute legal or medical advice. ©2026 mlcoa | Law, Medicine & Everything in Between. Mentioned in this episode: mlcoa

ADHD is everywhere in the conversation right now, but there is still a lot of confusion about what it is, what it is not, and what good support actually looks like. I’m joined by Dr Tim MacDonald, a psychiatrist with deep academic and clinical experience, and Vanessa Daniel, National Customer and Legal Manager at mlcoa. Together we explore their collaboration, Law, Medicine and Everything in Between , and why bridging the medical and workplace worlds matters more than ever. Dr Tim talks through how ADHD is diagnosed in practice, why more people are presenting for assessment, and the common misconceptions that show up in the current ADHD moment. We discuss the overlap with other conditions, the role of social media in shaping self diagnosis, and why medication is not a simple shortcut. If you have ever wondered why ADHD can be missed until adulthood, or why the clinical picture is rarely straightforward, this part of the conversation will give you a clearer frame. Vanessa brings the medicolegal lens, including why ADHD assessments in workplace and legal contexts need more than a questionnaire and a quick label. We also touch on non pharmaceutical supports, the reality of managing ADHD in a high distraction world, and what this means for employers and professionals trying to do the right thing. This episode sets up the next instalment with Andrew Rich from Gadens, where we move into the practical workplace obligations and privacy issues that follow. Guest Links: Dr Tim MacDonald: LinkedIn: https://www.linkedin.com/in/dr-tim-macdonald-4470ba92/ Vanessa Daniel: LinkedIn: https://www.linkedin.com/in/vanessa-d-b002496b/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com Disclaimer: The content of this podcast is general information only and does not constitute legal or medical advice. ©2026 mlcoa | Law, Medicine & Everything in Between. Mentioned in this episode: mlcoa

I sat down with Dr George Beaton, one of the sharpest minds on the future of the legal profession, to talk about what is changing and what is staying stubbornly the same. George has a rare mix of academic and commercial credibility, with a background in medicine, an MBA and PhD, senior fellow roles at the University of Melbourne’s business and law schools, and decades advising professional service firms through Beaton. He is also the author of books New Law, New Rules and Remaking Law , so he is not guessing at trends. He has been watching them form for years. We cover the difference between Big Law and what George calls New Law, without the hype. Big Law still runs on familiar settings like hierarchy, billable hours and the partnership model, and it remains highly profitable. New Law, on the other hand, is more agile, more tech enabled, often more project based and far more willing to rethink pricing and ownership structures. We talk about what is actually driving the shift, including client expectations, business model pressure and the growing influence of technology and AI. We also get practical about what this means for lawyers and leaders right now. George shares his view on the skills that will matter more as the market evolves, including judgment, relationships and broader life experience, not just technical competence. If you are curious about where the profession is heading and how to stay relevant without chasing every new trend, this conversation will give you a clear and grounded way to think about it. Guest Links: LinkedIn: https://www.linkedin.com/in/georgerbeaton/ Website: https://beatonglobal.com/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com

Tania Waters is a conflict management specialist, accredited mediator, and conflict coach who has spent years in senior global roles across HR and legal services. She founded Taite in 2021 and now focuses exclusively on workplace mediation. In this conversation, we get practical about why mediation is still underused in workplaces and why bringing it in earlier, rather than after an investigation, can change the entire trajectory of a conflict. We talk about what investigations can unintentionally do to people’s positions and emotions, especially in the classic he-said-she-said scenarios where nobody feels seen at the end of the process. Tania explains why workplace mediation is not about proving who is right or wrong. It is about sense-making, hearing each other’s experience, and working out how to move forward without ending up in the same place again. We also discuss why some organisations prefer the label facilitated conversation, and the real advantage of an external mediator, not just skill, but independence and psychological safety for the people in the room. Finally, Tania shares a few ideas that will stick with you, including her view that conflict is data and that mediation can be a powerful leadership development tool. We also touch on the shift in expectations around psychosocial hazards, why law firms can still be surprisingly conflict-averse, and what sustainable change can look like when people actually have the conversation they have been avoiding. CHAPTER MARKERS 00:00 Tania Waters, Workplace Mediation Specialist 01:17 Why Mediation Is Underused in HR and How to Fix It 02:45 When to Investigate vs. When to Mediate Workplace Conflict 04:39 How Mediation Shifts Perspectives and Breaks Entrenched Conflict 05:23 Mediation Is Not About Right or Wrong, It's About Sense-Making 07:35 Facilitated Conversation vs. Mediation: Why Labels Matter 12:41 The Superpower of Independent External Mediators 14:20 Personality Clash Is a Myth: The Real Root Causes of Workplace Conflict 21:00 Conflict Is Data: Using Workplace Conflict as a Leadership Tool 21:25 Mediation for Leadership Development and the REWA Conference Talk 23:08 Tania's Business Philosophy: Quality Over Scale 24:04 Workplace Mediation Specialisation and Keeping Skills Sharp Guest Links: LinkedIn: https://www.linkedin.com/in/taniawaters/ Taite Website: https://taite.com.au/ More From Damien: Website | LinkedIn | YouTube

Michael Schiffner has spent years helping professionals get better at business development, and this conversation gets to the heart of why that matters. As the founder of Collective Intelligence and former National Business Development Coach at KPMG, Michael brings a practical and refreshing perspective to an area many lawyers still resist. We talk about why BD is such a pain point in professional services, why so many people confuse it with selling, and how that misunderstanding gets in the way of building strong, long term client relationships. A big part of the discussion focuses on what actually drives growth. Michael explains that effective business development is not about being pushy or performative. It is about trust, generosity, consistency, and staying front of mind. We also explore the research behind The Activator Advantage and the three behaviours that sit at the centre of it: commit, connect, and create. One of the more useful parts of the conversation is Michael’s challenge to the idea that only extroverted rainmakers succeed. He makes a compelling case that introverts can be highly effective in BD when they lean into their own strengths. We also spend time on the internal barriers that make BD harder than it needs to be. Fear of rejection, perfectionism, and competing commitments all show up in this conversation, along with the stories professionals tell themselves about why they are not naturally good at this part of the job. Michael shares how his coaching work, including his wisdom circles, helps people work through those patterns and build habits that are realistic and sustainable. If business development has ever felt awkward or unnatural, there is a lot in this conversation that will shift the way you think about it. CHAPTER MARKERS 00:00 Michael Schiffner and the BD Problem 01:25 Why Professional Services Firms Struggle with BD 02:26 Business Development Versus Selling 05:49 Why Introverts Can Succeed in BD 09:10 The Activator Advantage 09:45 Commit, Connect, Create 14:00 Fear, Perfectionism, and Mindset Blocks 17:22 Wisdom Circles and Coaching 20:29 Hidden Barriers to Action 22:01 Why BD Is a Long Game Guest Links: LINKEDIN: https://www.linkedin.com/in/michaelschiffner/ WEBSITE: https://collectiveintelligence.au/ More From Damien: Website | LinkedIn | YouTube WORK WITH ME: Book a Mediation or a 15-minute Discovery call with Damien: https://www.evolveresolve.com/booking Website: https://www.evolveresolve.com/ LinkedIn: linkedin.com/in/damien-van-brunschot YouTube: @evolveresolve Email: damien@evolveresolve.com

I sat down with researcher and political pollster David Talbot (Talbot Mills/The Enactor Group) to discuss his background in politics and polling, including his work with Jacinda Ardern during COVID. We also unpacked his workplace culture survey and what it means for generational engagement and leadership. David explained the methodology: around 1,000 Australians were surveyed using a weighted, census-matched representative sample. We discussed how pay and job security remain the top drivers when choosing a job across all age groups, including those aged 18–29 (pay 56%, security 51%), pushing back on myths that workplace perks attract Gen Z. We explored what respondents define as a ‘good workplace culture’—a non-toxic environment (19%), mutual respect (17%), and teamwork (15%)—and why most people are positive about their current workplaces despite nearly half dreading work and concerns about office politics. We also covered how under-30s prioritise career development and mobility, as well as the sharp AI anxiety among younger workers, with 62% expecting their job could be replaced within five years, with implications for morale, retention, and policy.

I recently caught up with Simon Morrison, Managing Director of Shine Lawyers, for a proper behind the scenes chat about what it’s like to spend 38 years inside one firm and still be hungry for what’s next. Simon and I both come from Toowoomba and went to St Mary’s, so there’s a shared thread running through the conversation, but the real story is how a small local practice became one of the biggest names in the country. Simon takes us back to 1988 when he joined Shine and the firm was tiny, doing mostly conveyancing, and then walks through the moments that changed everything. We talk about the late 1990s push interstate, why they made the call, what they learned the hard way, and how Shine grew into a national firm known for personal injury and class actions. It’s a candid look at growth that wasn’t always neat, but was always deliberate. We also get into the bigger swings, including Shine’s move onto the ASX and what it’s like running a listed law firm with the scoreboard ticking over every day. Simon shares why he’s now spending serious time building Shine’s international presence, particularly in the United States and New Zealand, and what’s driving that ambition. If you’re interested in leadership, long game career decisions, and how big firms actually expand, you’ll get a lot out of this one. Guest Links: https://www.shine.com.au/ https://www.linkedin.com/in/simon-morrison-087434/ More From Damien: Website | LinkedIn | YouTube

In this episode of The Resolution Room, I sit down with Julie Somerville, a former solicitor turned mediator who has built a national reputation for her trauma-informed approach. Julie has been recognised in the New South Wales market, listed in Doyles for the last five years, and named Mediator of the Year (Australian ADR Awards) in 2022. We talk about why trauma-informed practice matters in civil claims, and what it looks like when a mediator is deliberately designing the process to support better decision-making. Julie shares what drew her into mediation, including her experience in defendant practice and the shift she saw in the post Royal Commission environment. We discuss the kinds of matters she mediates now, including sensitive and highly emotional claims such as historical abuse, birth trauma, nervous shock, catastrophic events, and compensation to relatives claims. We also explore why traditional, lawyer-driven approaches can fall short in these settings, and what lawyers on both sides can do to better support their clients through the process. We then unpack the practical tools and mindset behind trauma-informed mediation. Julie explains trauma at a high level, how it can show up in the room, and why it can affect a person’s ability to process advice and make decisions. She also shares examples of how small, thoughtful process choices can change the tone and safety of a mediation, and we finish with a candid discussion about vicarious trauma, compassion fatigue, and the self-care systems Julie uses to stay present in demanding work. Guest Links: R3 Resolution's Website: https://r3resolutions.com.au/ Julie's LinkedIn: https://www.linkedin.com/in/juliesomerville/ Law Society of Scotland Trauma-Informed Justice Modules: https://www.lawscot.org.uk/members/cpd-training/online-cpd/trauma-informed-training/ Legal Society of New South Wales Trauma-Informed Legal Assistance: https://www.legalaid.nsw.gov.au/for-lawyers/professional-development/lawyer-education-series/trauma-informed-legal-assistance What is Trauma-Informed Mediation: https://r3resolutions.com.au/what-is-trauma-informed-mediation-a-practical-explanation-for-lawyers-and-their-clients/ More From Damien: Website | LinkedIn | YouTube

In this episode, I sit down with Dan Toombs, founder of law firm marketing agency Practice Proof, who took an unorthodox path from his early days at St Mary’s in Toowoomba into law, social justice work and eventually two decades at the forefront of digital strategy for lawyers. Dan understands the legal profession from the inside, which is exactly why his take on marketing feels both practical and grounded. We talk about what most law firms get wrong about “being different” and why the real goal is being distinctive. Dan unpacks brand salience and the long game of staying top of mind, plus we discuss a standout example from Shine Lawyers and how memorable branding can cut through a crowded market without relying on the usual legal clichés. We also explore StoryBrand and why positioning the client as the hero matters in professional services, particularly when clients are stressed, time poor and trying to make sense of a complex process. Finally, Dan shares his candid view on how AI is starting to reshape SEO and legal marketing, what is still unclear, and what firms should be paying attention to right now. Links: https://www.practiceproof.com/ https://www.linkedin.com/in/marketinglawfirms/ Website | LinkedIn | YouTube

I recently sat down with Travis Schultz, a name deeply respected in the Queensland legal market and the founder of Travis Schultz and Partners. This episode is about leadership in personal injury law, what it takes to build a firm with a strong culture, and how to stay commercially sound without defaulting to the usual corporatised playbook. Travis and I go back to 1988 when we finished school, and we start by tracing his path from going straight into articles to stepping into partnership and management early, and what that hands on start taught him about both law and the business of law. We then unpack the origin story of Travis Schultz & Partners, including the market context in Queensland and the events that led Travis to start again after the Slater and Gordon acquisition of Schultz O’Brien. Travis shares what he set out to build, how the firm evolved, and why relationships and reputation still matter more than most people admit. Finally, we talk culture and leadership. Travis reflects on the choices he has made around how the firm operates, the behaviours he has tried to leave behind, and the practical lessons he has learned about autonomy, accountability, and addressing issues early. If you’re interested in the realities of running a modern law firm, this conversation is a grounded look at what that actually involves. Links: https://www.schultzlaw.com.au/ https://www.linkedin.com/company/travis-schultz-law/ Website | LinkedIn | YouTube

Sitting down with Lara Wentworth, former lawyer turned coach and founder of Coaching Advocates, was a timely reminder that many in the legal profession spend years occupying a chair that doesn’t quite fit. Lara’s journey from legal practice to coaching is a testament to the value of self-discovery and the courage to carve out a new path. Through Coaching Advocates, she has created a space where lawyers can seek clarity, direction and genuine growth, guided by coaches who have walked the same path and understand the unique challenges of the profession. Our conversation explores the real difference between mentoring and coaching. While mentoring is often about offering advice, coaching is about facilitating self-reflection and unlocking potential. Lara emphasises the importance of accredited coaching, ensuring that lawyers receive support from those who not only understand the law but are also trained to guide meaningful change. We discussed the perfectionism that is so common among lawyers and how coaching can help address the deep-seated beliefs and behaviours that hold people back, fostering resilience and a healthier approach to both career and life. What resonated most was the growing recognition that well-being and professional success go hand in hand. Lara’s work, including her podcast The Speed Coach, is helping to demystify coaching for lawyers and encourage the profession to embrace new ways of working and thinking. In a legal world where career paths are no longer linear, finding your own chair and having the right support to do so has never been more important. If you are feeling out of place in your current role, perhaps it is time to consider what coaching could unlock for you. Links: https://www.larawentworth.com.au/ https://www.linkedin.com/in/lara-wentworth-265864b5/ https://coachingadvocates.com/legal-career-accelerator/ Website | LinkedIn | YouTube

I recently sat down with Shannon Fentiman, Former Queensland Attorney-General, Queensland’s Shadow Treasurer, Shadow Minister for Women and Member for Waterford since 2015. Shannon’s journey from employment lawyer and community advocate to holding some of the state’s most significant ministerial portfolios is a masterclass in purpose-driven leadership. Raised on the Gold Coast and deeply committed to social justice, Shannon has always called Queensland home. Her early influences, a family of strong women and a pioneering aunt in the legal field, set her on a path to fight discrimination and unfairness, both in the workplace and the wider community. Shannon’s legal background, with degrees from QUT and the University of Melbourne, provided a strong foundation for her political career. Before entering Parliament, she worked as an employment lawyer and volunteered with organisations such as the Centre Against Sexual Violence and the Centre for Women in Logan. Her ministerial experience is extensive, having served as Attorney General, Minister for Child Safety, Prevention of Domestic and Family Violence, Small Business, Employment and Training and Health. Throughout, Shannon has been at the forefront of major reforms, including the Women’s Safety and Justice Task Force and voluntary assisted dying legislation. She spoke candidly about how her legal training sharpened her negotiation skills and ability to navigate the emotional and practical complexities of policy reform. Empathy, she noted, is central to her leadership, an approach shaped by her years of community work and her commitment to visibility and compassion in public life. Now serving in opposition, Shannon reflected on the transition from government to holding government to account. While the pace may be different, she’s found space for reflection, critical thinking and personal renewal, balancing family time and personal pursuits with her ongoing passion for policy and reform. Our conversation was a powerful reminder of the impact empathetic, principled leadership can have on both legal and political landscapes and left me inspired by Shannon’s clarity of purpose and optimism for the future. Links: https://www.shannonfentiman.com/ Website | LinkedIn | YouTube

As my second Christmas as a mediator approaches, I’ve found myself reflecting on the lessons and surprises this role has brought. Transitioning from lawyer to mediator has required new skills, a different mindset and a willingness to keep learning. Today I’m sharing some of my key reflections so far. The most striking realisation has been that mediation is its own discipline, distinct from legal practice. Even after years of acting as an advocate in mediations, stepping into the mediator’s chair revealed how much dedicated training and feedback matter. Building trust and rapport is at the heart of the process. Credibility helps but it’s the relationships formed with lawyers and clients, often during those quieter moments, that make the work meaningful and productive. Patience and optimism are indispensable, especially when negotiations stall or doubts creep in. I’ve learned that maintaining a positive, solution-focused mindset can keep everyone moving forward, even when energy in the room is flagging. Emotional intelligence sits at the core of effective mediation and recognising the emotional currents that run beneath the surface is essential. It’s about helping participants acknowledge these feelings of fear, frustration and uncertainty without letting them derail the process. Preparation is also vital, though it looks different from advocacy. Mediators must know the issues and the people but also remain flexible and ready to adapt as dynamics shift. Three common mistakes I see in approaching negotiations include insufficient preparation, an over-formal approach that misses the more collaborative tone of mediation and treating negotiation as a mere platform for argument rather than a process of mutual discovery. I’m grateful to the legal community for the encouragement and support during this career transition and I look forward to more opportunities to learn and collaborate in the coming year. Wishing everyone a restful Christmas and a positive start to the new year. Links: Website | LinkedIn | YouTube