The Resolution Room

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: [email protected]

#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: [email protected]

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: [email protected]

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: [email protected]

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:

1. R3 Resolution's Website: https://r3resolutions.com.au/
2. Julie's LinkedIn: https://www.linkedin.com/in/juliesomerville/
3. Law Society of Scotland Trauma-Informed Justice Modules: https://www.lawscot.org.uk/members/cpd-training/online-cpd/trauma-informed-training/
4. 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
5. 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