personal leadership

 by Tarran Deane

Real Talk on Change: It’s Personal Before It’s Professional – for Change Leaders.

Thjis is a blog post thumbnail showing a woman looking into a small mirror, depicting change is personal before it's professional.

Real Talk on Change: It’s Personal Before It’s Professional – for Change Leaders.

When my new Prosci colleague Kathleen Nash tagged me in Shane Tyrell’s brilliant Linkedin post recently (no pressure, right?), it got me thinking about my own journey in change management—and how personal leadership has been at the heart of it all.

If you’re part of the Prosci Change Collective Group you’ll be able to see Shane’s post. If not, the essence centres on:

Walking Your Talk

Shane, you hit the nail on the head: credibility isn’t just about talking the talk—it’s about rolling up our sleeves and diving into the nitty-gritty of transformation.

Be like Shane.

Be like Kath.

Be YOU.

Identity & Authenticity

And here’s the thing: our worth isn’t tied to whether everything goes perfectly—no matter how much we aim for excellence.

For me, the real question is, how are we leading change right now? Are we walking the talk when it comes to our organisation’s values? When the whole team is united and confident, navigating change becomes a whole lot smoother. And let’s be real—keeping that momentum going after go-live? That’s something we need to think about right from the start and carry through every step of the journey.

Relationship Building | Lasting Impact

This idea really hit home for me today. I attended a funeral for a man whose life clearly left a lasting impact. The stories shared weren’t about what he did but about how he made people feel—his genuine care and the legacy he left behind. It made me think: the work we do in change management is much the same. It’s transformational, not transactional. Our foundations matter. While we plan and measure, communicate and connect, it’s not about ticking boxes. As we implement frameworks—it’s about the relationships we build, the trust we foster, and the lives we touch along the way so those folks can get on with their purpose and ‘do change well’.

Be Intentional

That’s where Personal Leadership comes in. It’s not just about leading others; it’s about leading ourselves first, even when no one’s looking (especially then).

I published a leadership book in 2018 where I shared five simple but powerful principles for building trust and leading ourselves, using what I call the A.E.I.O.U. framework. And you know what? It’s just as relevant today as it was back then:

 

· A – Authenticity: Be the real you. People trust leaders whose words and actions match, even when they may not know you personally, things get tough, or they don’t have all the facts.

· E – Effort & Execution: It’s not just about having a plan; it’s about showing up every day and getting the job done. Turn up and turn on. A little sweat equity is good for our souls.

· I – Influence & Impact: Every little thing you do sends ripples. Lead with intention and know your influence reaches further than you think. Encourage one another, because it’s a big job we have!

· O – Opportunity & Opposition: Embrace the bumps in the road as much as the wins. Both shape who you are as a leader. Have some fun even on the toughest days.

· U – Unity: Change isn’t a one-person show. Bringing people together is what makes transformation stick. When working with leaders in organisations I ask them how their values align with those at work, and how might we rally others around those values to help pave the way for leaders to effectively sponsor change.

Shiny Happy ‘Tired’ People

I remember stepping into a big transformation project—the tech was shiny, but the teams were exhausted. Instead of diving straight into frameworks, I started with authenticity—sharing my own nerves about the change. Funny thing is, being honest didn’t weaken my role; it built trust faster than any slick presentation ever could. The outcome? Well that shiny tech ended up being rolled back, but capability and confidence grew in the enterprise change maturity and relationships were strengthened.

 

3 Takeaways

So, here’s my few cents:

📌 Lead yourself first: How you handle your own discomfort sets the tone for everyone else. Have a pit crew around you

📌 Ask better questions of yourself and others: Not just about the change, but about how you’re showing up in it. I had the odd cringe-worthy moments and learnt a lot.

📌 Celebrate small wins: Sometimes the biggest shifts come from the smallest moments—like when someone finally feels heard. Be bold and give yourself permission enjoy the work you do and love the company you’re in.

Community matters

I’m still learning (aren’t we all?), but one thing’s for sure: being part of this Prosci Advisory team reminds me that leading change isn’t something you do alone. It’s a team effort, and we each bring our own unique strengths to the table.

So, what about you? What’s one personal leadership principle you lean on when navigating change in life?

 

#LeadingChange #ProsciANZ #TransformationLeadership #PersonalLeadership

About Tarran Deane | Change Management Strategist in Australia

This is a thumbnail image of Tarran Deane

Tarran Deane is a Change Management Specialist in Australia – Expert Leadership & Transformation Senior Advisor, renowned for helping organisations navigate complex transformations with structured planning, practical execution, and a touch of humour. Based on the Gold Coast, she partners with organisations across Brisbane, Northern New South Wales, and Canberra, bringing over 21 years of expertise in driving meaningful, measurable change.

As a PROSCI® enterprise certified practitioner and transformation specialist, Tarran works with leaders in the Public Sector, Finance, Tourism, Health and Not-for-Profit Disability, Aged Care, and Community Services industries. She is passionate about building organisational agility, empowering leaders to eliminate fear, embrace sustainable change, and delivering outcomes that align with long-term goals.

Through a select number of engagements, Tarran delivers:

When she’s not consulting or facilitating, you’ll find Tarran cornering through the scenic hills of Southeast Queensland and Northern NSW on her Ducati 800 Monster motorcycle, spending time with family and friends, or cheering for her favourite riders during the MotoGP season on Kayo.

Connect with Tarran today at TarranDeane.com or on LinkedIn @TarranDeane to explore how she can support your organisation’s transformation journey.

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in Leading Change
 by Tarran Deane

Change Management – People and Perceptions

Image supporting blog article by Tarran Deane Change Manager. Discussing People and Perceptions, Tarran provides insights that affect the way we see Change Managers - the good, the bad and the ugly, and she provides us with a Personal Leadership Checklist to connect us to each other, values and strategic direction.

So, Last Change Didn’t Go So Well? Let’s Talk About People and Perceptions.

Suppose you’ve been around the block a few times in the workplace. In that case, you know the drill: new change comes in, people nod along, but behind the scenes, there’s a fair bit of eye-rolling, and everyone’s asking themselves the same question: Why does this feel so hard? Whether it’s a new tech rollout, process overhaul, or even just a reorganisation, the pattern can feel painfully familiar. And sometimes, it’s not just the change itself; it’s the way change is managed, and the way you respond to it. Change Management – People and Perceptions – a very interesting mix before the first plan is ever written.

 

“Resistance is not a call for change to stop, but a sign that people are concerned about how it will impact them.” — PROSCI® ADKAR

Ahhhh… People and Perceptions

So here’s the deal. Let’s first take a look at why perceptions of change managers swing wildly between “thank goodness you’re here” and “who invited this person?” Understanding the good, the bad, and the downright ugly sides of how we experience change—and the people managing it—might just give us the push we need to look at change a little differently.

Understanding Your Change Manager: The Good, the Bad, and the Ugly

Change managers have one of the toughest jobs in the change management process. When things go well, they’re the unsung heroes; when things don’t, they’re often the scapegoats. Here’s what we’re talking about when we say ‘the good, the bad, and the ugly’ of how change managers get perceived during organizational change.

 

The Good: Champions of Clarity

Good change managers make a difference. They keep people in the loop, clarify why things are changing, and answer the big “what’s in it for me” question. They’re not just ticking boxes; they’re helping make change actually work. They show up, listen, and understand that people need time to get on board.

 

The Bad: Process-Heavy and Detached

Sometimes, though, it feels like change managers are all about that process. You’ve seen the endless emails, the forms, the plans, the checklists, and the “touchpoints” that don’t touch anything relevant to what you’re doing. When change managers get too bogged down in theory, they start to feel like they’re missing the point—and that’s when people start tuning out.

 

The Ugly: Receiving Blame for Missed Marks

Then there’s the dark side. As the “face of change,” change managers can sometimes be on the receiving end when things don’t work as planned. They’re often seen as responsible for any disruptions, whether the issues stem from the change management process itself or from unrelated project challenges. This narrow view can turn change managers into easy scapegoats, even when they’re working hard with sponsors, project managers, and key stakeholders to make things go as smoothly as they can.

 

Why Are We Like This? A Look at Our Own Reactions

Alright, so maybe we’re being a little harsh on change managers here. It’s only fair to ask, why do we often react so negatively to change in the first place? Here’s the thing: it’s not really about the change manager—it’s about us. When we feel overwhelmed by change, it’s often because we’re carrying baggage from past experiences, and we’ve built up a few biases along the way.

 

You might have “confirmation bias” going on (where you’re just looking for reasons why change won’t work) or “status quo bias” (where doing nothing feels like the safest option). Either way, it’s easy to get stuck thinking, “Here we go again,” instead of giving it a fair shot.

 

The Secret Weapon: Personal Leadership (Yes, Even for You)

So what if, instead of waiting for the perfect change manager or the perfect project, we took a different approach? Let’s talk about something radical: personal leadership. It doesn’t matter if you’re the CEO or just starting out—showing up with a little personal leadership can flip your experience of change from something annoying to something, dare we say, interesting.

 

“Leadership is not about being in charge. It is about taking care of those in your charge.” — Simon Sinek

  1. Lead by Example

Be the person who actually reads the updates, gets the basics, and shows a willingness to adapt. People notice, and it sets a tone for others. Leadership isn’t a title; it’s an attitude.

 

  1. Stay Focused on the Goal

Instead of fixating on how clunky the process feels, keep your eye on the bigger picture. Rally behind the company values and see how this change, however uncomfortable, fits into that mission.

 

  1. Own Your Part

Accountability isn’t just for managers. Taking responsibility for your role in the change—whether it’s adapting to new tools, supporting team members, or staying flexible—doesn’t just help you; it inspires others to do the same.

 

  1. Be Open, Be Curious

Instead of “I don’t get it” or “We’ve never done it like this,” try asking questions and getting curious. You’ll be surprised how much just a little openness can change the way you feel.

 

  1. Step Out of the Comfort Zone (a Little)

Growth doesn’t happen in the comfort zone. Pushing through the awkward parts of change helps everyone around you adapt faster and makes you a stronger contributor in the long run.

 

  1. Be Welcoming

When organizational values are more than lip service, they show up in how you engage with everyone—including suppliers, customers, colleagues, permanent staff, fixed-termers, and contractors. Treating each person as part of the team and welcoming their ideas, perspectives, and experiences turns change from a top-down directive into a collaborative effort. Plus, it helps new faces, like change managers, feel like they’re working with you, not just at you.

 

Fact: Research by Gallup shows that teams with high levels of trust and inclusivity are 21% more productive.

What’s the Alternative? The Status Quo?

Here’s the kicker: if we don’t start seeing change as something we can work with instead of against, we’re always going to feel like it’s an uphill battle. So, what’s the alternative? Staying in the same place, missing out on innovation, and waiting for the “right” kind of change to come along? That’s not realistic. The truth is, growth means change—plain and simple.

 

People and Perceptions: Time for a Reality Check (and a Call to Action)

Let’s get real. The world’s not slowing down, and change isn’t stopping anytime soon. If anything, it’s speeding up. So next time a change is on the horizon, challenge yourself to step up and be the person who rallies behind it instead of fighting against it. It’s not about being a cheerleader for everything that comes down the pipeline; it’s about choosing to be proactive, engaged, and curious.

 

So here’s the call to action: Try showing up differently for the next change that hits your inbox. You don’t need to love it, but see what happens when you choose to lean in instead of resist. Maybe—just maybe—you’ll find it’s not as bad as you thought.

 

About the Author | Tarran Deane

Tarran Deane is a leading change management strategist and advisor, helping organisations navigate the complexities of transformation with thoughtful planning and execution, humour and enthusiasm. As a PROSCI-certified practitioner, she empowers leaders to create sustainable change that delivers measurable outcomes in the Public Sector, Finance, Tourism, Not for Profit Disability, Aged and Community Services. Through a limited number of engagements each year Tarran delivers Executive Coaching, Training Programs and Speaking Presentations. When she’s not working you’ll find her cornering through the hills of Southeast Queensland and Northern NSW on her Ducati 800 Monster Motorcycle, connecting with family and friends and watching the MotoGP season on Kayo! To work with Tarran and learn more, connect with her via TarranDeane.com or on LinkedIn @TarranDeane.

 

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in Change Management
 by Tarran Deane

Navigating Change – Leadership is Changing as Liberal Party Wins Queensland State Election 2024

Navigating Leadership Change in Politics – How You Can Lead Your People, Prepare & Navigate the Political Change Impacts Ahead

Preamble

On Saturday, October 26, 2024, the Liberal Party of Queensland, led by David Crisafulli, secured a decisive victory, marking a new chapter in Queensland, Australia’s political landscape. On October 28, Mr Crisafulli was sworn in as Interim Premier. Source: ABC News.

With any significant political leadership shift comes a mix of reactions, from optimism to apprehension. Some see fresh opportunities on the horizon, while others feel the weight of uncertainty. For those leading teams through this period, preparing for change means understanding that reactions will vary across our people and departments. The following insights will help guide these transitions smoothly, so each of us can remain focused, grounded, and responsive.

Introduction

Leadership transitions, whether in government or in business, inevitably bring adjustments. For Queensland organisations, a new government signals upcoming policy and regulatory shifts, some of which may impact the very fabric of our work and interactions. Facing this, leaders have an opportunity to help their teams remain steady and prepared, especially by addressing both the practical and human aspects of these changes.

In keeping with the PROSCI® ADKAR model, we will approach this change thoughtfully: Awareness of the potential impacts, Desire to engage with what’s ahead, Knowledge of new requirements, Ability to adapt, and Reinforcement of the steps we’re taking. Just as skilled bike riders understand that momentum follows their line of sight, these steps allow leaders and teams to stay aligned with a clear direction, navigating each stage with confidence.

Even as the Interim Premier Michael Crisafulli is the face of the Queensland Liberal party, representatives have stood on stages, and raced in their own electorates – for all parties.

As with MotoGP, Motorcycle Grand Prix racing, leading on the track is made possible with a great team, effective strategy, pre-start checks, regular updates that are relied upon by decision-makers, and the rider themselves, their post-race reviews, critical debriefs and importantly, staying the course.

Being prepared using a consistent approach for what is to come – the next race, the next challenge, the planned and the unplanned – is one way you can minimise stress on your people.

Your people may be impacted in several ways. PROSCI®, a global leader in change management, offers this model to analyse areas where individuals and teams may be affected.

PROSCI® 10 Aspects of a Person’s Job Impacted by Change

Graphic shows PROSCI®-10-Aspects-Change-Impact-Model-150-source_-PROSCI_-Shared by @TarranDeane Senior Change Manager.

PROSCI®-10-Aspects-Change-Impact-Model-150-source_-PROSCI_-Shared @TarranDeane Senior Change Manager.

 

Here’s what you can do to help your people navigate a change of leadership and direction across these 10 Aspects, using the PROSCI® ADKAR approach:

  1. Building Awareness

Organisation Type

 Actions for Navigating Change & Building Awareness

For-Profit
  • Emphasise economic and regulatory changes relevant to operations, focusing on how this awareness will help employees feel more prepared and in control, reducing uncertainty and stress.

Not-for-Profit
  • Outline anticipated shifts that may impact funding or policy on social issues. Recognising these factors reduces anxiety, equipping teams with a realistic view of upcoming changes.

Government-Funded
  • Focus on potential policy-driven restructuring or funding shifts. Clear updates on these help to mitigate concerns around role security and allow teams to prepare effectively.

Recruitment Agencies
  • Discuss labour market dynamics, focusing on evolving demands. This clarity on sector impacts helps address uncertainty about role adaptability and market positioning.
Public Sector Employees and Contractors
  • Provide updates on departmental restructuring or policy reforms that could affect job functions. This helps reduce fears of redundancy or drastic role changes by keeping everyone informed.

  1. Cultivating Desire for Adaptation

Organisation Type

 Actions for Navigating Change & Cultivating Desire for Adapting 

For-Profit
  • Encourage seeing policy shifts as new opportunities for revenue and growth. Highlighting these positives can reduce resistance by presenting change as beneficial rather than disruptive.

Not-for-Profit
  • Link policy changes to potential for greater mission impact, focusing on social or community benefits to inspire alignment. Reinforces shared purpose, helping ease anxieties related to funding volatility.

Government-Funded
  • Emphasise alignment with public service duties, highlighting continuity of purpose in service delivery despite political changes. This mitigates concerns over shifting mandates.

Recruitment Agencies
  • Inspire teams to view changing workforce needs as opportunities to provide more relevant, high-demand talent solutions. Encourages positive, proactive response to market shifts.
Public Sector Employees and Contractors
  • Foster a sense of purpose by stressing the role of adaptability in improving public services. Reduces fears of stagnation and provides a hopeful outlook on professional development under new policies.

  1. Equipping Teams with Knowledge

Organisation Type

 Actions for Navigating Change & Equipping Teams with Knowledge

For-Profit
  • Offer training on compliance with new regulations. Skills to navigate these changes improve team confidence, reducing stress from regulatory demands.

Not-for-Profit
  • Provide resources on new funding, community engagement, and advocacy techniques. Practical tools like workshops reduce uncertainty by equipping teams with tools to thrive in a shifting landscape.

Government-Funded
  • Training on updated governance standards. Knowledge of these shifts reassures employees of their role stability and relevance, addressing concerns over compliance and accountability.

Recruitment Agencies
  • Equip recruiters with insights on industry trends and compliance, focusing on sectors most impacted. Knowledge reduces stress by allowing recruiters to pivot and address client needs effectively.

Public Sector Employees and Contractors
  • Provide clear training on any updated policies impacting operations, roles, or reporting. Knowledge fosters a proactive approach and reduces stress associated with uncertainty in public service.

  1. Empowering Ability to Respond

Organisation Type Actions for Navigating Change & Empowering Their Ability to Respond

For-Profit
  • Invest in upskilling teams to ensure they are prepared for new regulations. This helps prevent burnout and builds resilience in adapting to policy and market changes.

Not-for-Profit
  • Build capabilities in grant writing and programme adaptation. Reduces stress by offering the skills necessary to respond to funding changes and policy shifts effectively.

Government-Funded
  • Prioritise training that aligns with new public accountability or service delivery requirements. Teams equipped with these skills experience less role-related anxiety and feel prepared for their roles.

Recruitment Agencies
  • Equip recruiters with tools for understanding changing market demands. Provides a roadmap for adaptability, addressing potential stress over client satisfaction and sector positioning.

Public Sector Employees and Contractors
  • Provide resources to adapt to new departmental processes and structures. Offering guidance reduces concerns around drastic role changes, promoting job security and personal agency.

  1. Reinforcing Long-Term Adaptation

Organisation Type Actions for Navigating Change & Sustaining Long-Term Change

For-Profit
  • Promote adaptability by integrating responsiveness into KPIs. This strengthens organisational resilience and reduces individual stress by setting clear expectations.

Not-for-Profit
  • Reinforce mission alignment by reviewing strategies and celebrating adaptability. A clear purpose and adaptive culture help alleviate anxieties around policy shifts.

Government-Funded
  • Use performance reviews to assess policy alignment, emphasising the importance of flexible service. Helps employees feel secure in their roles amid changing requirements.

Recruitment Agencies
  • Implement continuous training, reinforcing adaptability as a core competency. This reduces stress by ensuring readiness for regulatory and client needs in a changing hiring environment.

Public Sector Employees and Contractors
  • Encourage a culture of adaptability through regular briefings, emphasising flexibility as a strength in public service. Reinforces stability and reduces stress from constant policy changes.

 

Conclusion

Responding to change is as much about setting realistic expectations as it is about adapting practically. This new chapter brings both challenges and opportunities, and our collective response will define our path forward. While some may find this shift energising and others may experience feelings of ambiguity or loss, each reaction is valid and deserves a balanced, supportive approach.

As leaders, the way we navigate these changes—respecting both the enthusiasm and the concerns—creates a foundation of respect and professionalism that echoes across our teams and speaks volumes to our stakeholders.

If sustaining team engagement, fostering adaptability, and achieving clear alignment are important to you, consider what you can focus on in your workplace over the next 100 days.

Use the checklist to guide your approach and invest in your team’s readiness for a proactive, resilient transition that meets both individual and shared goals.

 

About the Author | Tarran Deane

Tarran Deane is a leading change management strategist and advisor, helping organisations navigate the complexities of transformation with thoughtful planning and execution, humour and enthusiasm. As a PROSCI-certified practitioner, she empowers leaders to create sustainable change that delivers measurable outcomes in the Public Sector, Finance, Tourism, Not for Profit Disability, Aged and Community Services. When she’s not working you’ll find her cornering through the hills of Southeast Queensland and Northern NSW on her Ducati 800 Monster Motorcycle, connecting with family and friends and watching the MotoGP season on Kayo! To work with Tarran and learn more, connect with her via TarranDeane.com or on LinkedIn @TarranDeane.

 

in Change Management
Tarran Deane author, Transformation Specialist and Change Professional, Ducati Enthusiast on her Ducati 600
 by Tarran Deane

Managing Resistance to Change – Lean In, Stay Upright

I grew up with the smell of racing fuel and talk of track days. You need resistance to propel you forward.

Little wonder then years later I progressed from my bicycle to horses, dirt bikes and Ducati motorbikes – and weekends watching the MotoGP season. Last Sunday’s race was a cracker!

Navigating change resistance is kind of like riding bikes.

You can’t ride these machines the same way.

You can’t ride your bike and someone else’s at the same time.

You can run alongside someone while their training wheels are on and point them to a great course to develop their safety skills.

But, you have to ride your own bike in life.

Sometimes you’ll stack it (technical term), slip in the gravel as a kid and scrape the inside of your ankle on the metal pedal.

You’ll get your license and drive responsibly, perhaps be tempted to ‘put your pedal to the metal’.

But here’s the thing. If you are wise, if you appreciate the task at hand, if you are a good steward of workplace assets you’ll notice things.

You’ll become aware of your surroundings, and your desire to understand will override the fear of falling or failing to deliver.

You’ll choose to ride your bikes together as a team, and get to know how the machinations of your workplace well, work.

You’ll get a feel for the environment and test yourself without being ‘testy’ with others, even when it comes time to really lean into change.

The bumps and scrapes are all part of the joy of living and the privilege of doing life together, out on the track.

The savvier you are at navigating change the more ‘positive resistance’ becomes your friend.

Using the strength of resistance, increasing mental resilience and knowledge of the conditions, MotoGP rider Jorge Martin’s post-race interview in Lombok Indonesia had me thinking.


Excerpt from article on MOTOGP rider Jorge Martin's recent Lombok Indonesia win.

 

 

Issues Martin describes are applicable in workplaces navigating historical change and resistance that with careful skill and personal responsibility can drive skilful adoption, and use the conditions to propel you forward in the change process.

Catch the MotoGP interview here: https://lnkd.in/gEziti8K

 

 

 

 

 

Resistance isn’t bad. When the rubber meets the road, it’s a necessary part of the change journey.

Lean in and stay upright.

 

About the Author

 

Tarran Deane author, Transformation Specialist and Change Professional, Ducati Enthusiast on her Ducati 600

Tarran Deane is an accomplished transformation specialist and change management leader and advisor, with a focus on helping organisations achieve sustainable transformation. As a PROSCI-certified practitioner and Grad Dip. Strategic Leadership, Tarran has led successful change initiatives across diverse sectors, empowering leaders to inspire and guide their teams through the complexities of change.
Tarran still works full-time connecting people to purpose and delivering change outcomes.

For fun…
When Tarran’s not busy with work you’ll find her riding through the hills near her home on her Ducati 800 Monster, watching MotoGP races on Kayo, intentionally catching up with family and friends, and trying to sing in key!

Connect with Tarran at www.TarranDeane.com or on LinkedIn @TarranDeane.

in Change Management
Camping - are you kidding me? Here's four ways you can create more memories and reclaim your sanity on a mini-break by Tarran Deane - Tent in the Bag
 by Tarran Deane

Camping! Are You Kidding Me?

Camping: How to create memories, build resilience and reclaim your sanity on a mini-vacation!

 

I’m brave but I wasn’t sure if I was ready to join my new husband on a camping trip when we were first married, and merging our blended families. When Dave mentioned it, I replied, “Camping – Are you kidding me?”

 

I was still scarred from my pre-teen trips along the Oxley Highway, in the New England area of northern NSW where every school holidays my dad took us off-road, deep into the forest, believing ‘there was gold in them that hills’. Dad was right of course. There was. But I was a tall, gangly teenager, with glasses and lank hair standing in a river bed, filthy, desperately holding fast to the suction hose as it ran along the red soil edges of the creek. Pump and dredge noisily worked over time floating on truck tyre tubes behind me. Adventure tour buses passed by and passengers sat with their noses pressed up against the glass, wondering what on earth we were doing.

 

I remember the incredible self-consciousness I experienced, even as leeches crawled up my trouser legs. I discovered their swollen, blood -filled bodies only when I’d ventured far enough from camp, hoping I wouldn’t step on a King Brown snake or inland Taipan, to unzip my duds to the sounds of a blood-curdling scream that totally freaked my parents out.

As a 13 year old I was sure I was going to die.

I lived. A decade later my Dad died young, from a heart attack brought on by stress and smoking. Just didn’t wake up one morning. He was 43.

Can you believe it?

Dad and Mum worked so hard for us as a family. Dad was a builder and he taught us, by demonstrating, the importance of working together and playing together. Oh, it was messy and imperfect and I’m sure Mum was doing the majority of the work feeding us while we were away. Except for breakfast. Dad made the best poached eggs over the fire in a cast iron pan.

I must have been a right royal pain in the butt. No moaning or whining, just in that painful age of preferring books and solitude over ‘today we will have fun’.

Looking back, they gave us a priceless gift – TIME.

As working parents, blended, step, foster or any other kind, we wonder:  Is there more we could be doing for our kids? When in reality all they want is to do more with us and have our time and attention.

Working full-time as a manager and volunteering on weekends in Church, juggling shared care arrangements with my daughter’s Dad, there were always going to be demands on my time and a reason not to take a weekend off. My family was and always is my number one priority. I didn’t want to miss this and I craved to get it ‘right’. I took Dave up on his offer to trust him and see how easy and stress-free camping could be.

Maybe you’re a bit like us?

My husband helped me make new camping memories as a parent myself and I love that we’ve been able to share this activity with our kids. They love heading to the great outdoors and are way more confident than I ever was in my early teens. We’re so proud of our Little Women.

 

Wondering if Camping is For You and Yours? Give it a Go and Find Out

Honestly, taking the time whether for school holidays, a long weekend or an overnighter, is such a great strategy for clearing your mind and getting back to nature. Burnout and mental fatigue are impacting even the most dedicated employee, leaders and entrepreneurs. Make a decision to take time out. Get your toes in the sand and grass. Turn off electronics. Use a different part of your brain and be creative. Cook on an open fire or a gas flame. Pull out that Bunnings fold up table. Camping is the great equaliser. Keep it simple.

Plan to play more. It will make you a better parent, friend and leader – whatever your situation.

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Here are our top tips to step away from the stress, get grounded, be creative, reclaim your sanity and give yourself permission to explore over the holidays:

 

1. C. CLARIFY Why would you go camping. I mean, really?

Here’s some of the reasons why we did it and you might too:

  • family as a team – no more separate rooms or TVs. Dive right in together. Everyone has a job to do.
  • family as part of a greater community – go make some new friends, strike up a conversation with the older couple in the campervan, plan cricket on the beach together
  • role-modeling and teaching resilience and problem-solving
  • resetting your emotional and physical clock
  • chilling out and laughing at yourself – I chased a bush turkey once after the rain. Fully acqua-planed in my thongs (flip-flops), landing square on my tailbone. The boys were gob-smacked, making sure I was alright before belly laughing hysterically, noting I must have launched a foot straight up, completely airborne!
  • letting the kids see the ‘unhurried side of you’. They pick up on and the ‘busyness’ of our schedules. Don’t rush. Relax, draw out the conversations and be present.
  • reconnecting with yourself and each other
  • reading the books you’ve wanted to read
  • build your own resilience and gently reflect on why you handle things a certain way
  • starting them young to be strong and capable
  • detaching from technology – enough said
  • meeting and talking to strangers within the campsite, developing conversation skills
  • re-establish the leadership within your family i.e. Mum & Dad on the throne vs. Kids on the throne and calling the shots
  • affordability for a family, proximity to home and fitting in with everyone’s schedules
  • slowing down, clearing your mind and re-evaluating your priorities

 

TIP: Give yourself permission to take a mini-vacation every few months, play in the sand, walk barefoot in the grass and tell tall stories as you sit by the fire. Making memories, whether by yourself or with friends and family is the stuff that life is made of.

You sort through the above considerations and camping may just be a perfect, low cost, fun option for you, your friends or family!

 

2. AGREE on your not-negotiables.

  • Safety 

For you and the kids. Choose a place that your friends recommend or search for good reviews on trip advisor. Secure your belongings in the car when you’re away from your site. Do not take valuables with you – leave the laptop and computer games at home. You may wish to leave the beaten track to experienced campers.

 

  • Tent or van 

Camping - are you kidding me? Here's four ways you can create more memories and reclaim your sanity on a mini-break by Tarran Deane - Tent in the Bag

Scroll to the bottom of the article for the blooper reel and watch me try and get that tent back in the bag!

You decide on your comfort and well your outlay, parking and insurance requirements. We love the tent because there’s barely $200 tied up in and we simply stow it away under the house when not in use. totally choose the throw-out tent. The best set up, full stop.

 

  • Amenities

Do you need wheel chair accessible toilets or maybe the thought of a secure shower block gives you more peace? Today’s camping grounds may range from rough and ready old school to mod con shared community areas, complete with catering fridges, toasters, kettles and some even have onsite coffee machines.

 

  • Budget

Staying in Australian campsites you can expect to pay a fee per person. The onsite managers usually only allow one car per campsite UNLESS your vehicle also has some side or tailgate awning then you could claim it’s part of your accommodation, similar to a caravan.

 

  • Duration

You know how much time you can get away from work and responsibilities in our experience if you really want to unwind give yourself time to set up, play for a minimum of 2-3 nights. Over school holidays, stay longer. 5 days maybe.

 

  • Location / distance from home

allow plenty of time to enjoy the journey in both directions. Gone are the days where you get in the car, strap the kids in and tell them to hold it till they get there! Enjoy the journey. Seriously, it’s a large part of the fun!

 

TIP: Check the long range weather forecast if you’re planning a few weeks in advance. You may not want to be stuck in a tent in the pouring rain for days on end, unable to light a fire or pee in the bushes without the fear of being struck by lightening! #Justsaying

 

3. MAYHEM – it’s the only guarantee.

Like the time to wheel fell off the trailer or I chased a bush turkey after the rain and became completing airborne after skimming across the water, to land square on my tailbone, or when the goannas came in across the boundary fence from the national park and into the tent. Honestly, they just don’t respect signage.

Or that time we tried to outrun a huge dust storm that we could see coming towards the campsite. It was the fastest tear-down and pack of the car. It chased us all the way back up the coast

Or the crowded campsites that unexpectedly happen when interstate long weekends or school holidays coincide with your plan quiet escape.

 

Tip: have a system for setup and tear down, that can happen fast! Always carry water, a firefighter and a torch. Have a pre-charged battery pack for your phone. Make sure you do turn the car engine completely off and don’t drain the battery listening to the radio or firing up the fridge that plugs into the vehicle cigarette lighter.

 

4. PREPARE.

You’re not going to be able to PLAN for every contingency and there will be some clumsy, rough moments but here are a few of our favourite items we have ready to go and stored in our loft, whether we’re traveling as a couple or taking the kids with us:

CATERING or Feeding the tribe:

  • Cooking: a single gas burner cooker and/or a mini-weber style, enclosed fire with a grate for you to sit a pot on for heating up or making a cup of your favourite tea or coffee.
  • Pantry: 2 x54 Litre clear plastic containers: 1 with dry goods like condiments (anyone use that word still?), tea & coffee, tins of backup food like beans, cous cous and in the other, your cooking equipment, cutlery, mosquito spray, spray olive oil, knives, foil for those potatoes you’re going to throw in the fire
  • Cold Storage: an esky or plug in fridge. You may not want to take refrigerated items, but it’s up to you depending on length of time. We always take a long life milk and some of those sachet coffee packets and for short stays, a great esky with bags of ice and a cake rake. You may think this is weird, however a cake rake keeps the egg cartons and sald of the ice. I know, clever really.
  • Bench: Store a light weight 1500wide table for meal preparation or if you’ve got a car with a rear tray like a hatch-back or station wagon that could work.

 

TIP: Keep your food covered when out on benches as those bush turkeys, ibis and crows are cunning little campers and quite like picking at items left out – and your nerves!

 

TENTS or your accommodation of choice:

Oh this it what it looks like! Here's four ways you can create more memories and reclaim your sanity on a mini-break

“I know, how cool is this? So easy to set up!”, says Tarran Deane

  • Throw out tents like the one’s pictured, that have built in fly screens and good ventilation are so easy to set up! This one of ours fits a double self, inflating mattress.

BEDDING:

  • 1 x self-inflating Double Mattresses
  • Sleeping: sleeping bags that unzip completely so you don’t over heat + pillows
  • 1 double fitted sheet for the base of the mattress
  • your pillows with old pillow cases so it won’t matter if they smell like wood fire

 

LIGHT MY FIRE:

  • Take a mini-weber that you can use for an enclosed fire and a bag of wood and kindling from somewhere like Bunnings or your local service station. A lot of campsites are near national parks and have all-year round bans on collecting firewood or lighting open fires.
  • Fold up chair with built in side table. We love these. Otherwise if it’s your first camping trip, take a picnic rug and throw in some cushions from home.

TIP: practice folding your tent up at home in your garage and have someone FILM you on your smart phone. This way if you feel like you’re going to dissolve into a crazy person you’ll be able to reclaim your sanity, catch your breath and eventually nail it!

 

Now What? Do You Head Off on the Next School Holidays or Seize a Mini-Vacation?

Reflect on those 4 key points:

  1. Consider – the pros and cons
  2. Agree – talk about the details, include the family in the decision-making and ultimately, dive right in!
  3. Mayhem – let go of what you can’t control
  4. Prepare – deal with what you can

It’s your call.

I’m ultimately grateful for what my parents did for us, even though at the time it seemed like hard work. Now in our own family, we have it down to a fine art and all our kids are now doing it themselves, with friends and family.

 

There have been many times when I have sat around my own camp fires and listened to friends and family chat, staring into the firelight, grateful for the sanity that camping brings and what it adds to my life.

 

So next time you’re considering where to take the family the next school holidays or how you and a few friends can get together, consider going camping. You’ll be glad you did.

 

We’re heading out again in a few weeks and you know what? Dave makes the best poached eggs.

 

 

Bloopers – Trying to Fold Up the Tent and Put it in the Bag

Blooper Reel – No.1 with Tarran Deane – nope it’s not folding up

 

Blooper Reel – No.2 with Tarran Deane [She gets it about 2 mins in]

 

 

*Media Release*

The four key camping commandments for these school holidays....

Whether it’s for school holidays, a long weekend or an overnighter, camping is great for clearing your mind, connecting with your kids and getting back to nature. Burnout and mental fatigue hit even the most dedicated employee, boss or student and the best antidote is the great outdoors. Get your toes in the sand and grass. Turn off electronics. Use a different part of your brain and be creative. Cook on an open fire under the stars. Tarran Deane was once a reluctant camper, scarred by teen camping adventures with her gold-prospecting father. Now she’s taken to it like a duck to water. Here’s her 4 key CAMP commandments 1: Consider – the pros and cons of location, climate and amenity. 2. Agree – include the whole family in the decision-making and dive right in! 3. Mayhem – let go of what you can’t control – chaos is part of the fun. 4:  Prepare – plan as best you can, and let the rest go!

Contact Media Stable Expert: Tarran Deane, CEO, Corporate Cinderella – workplace culture and customer service expert.
PH: 0417 654 305
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