Tobias Johnstone, General Manager, Content and Growth, REA Group

What’s the single most valuable insight gleaned? 

We can’t control outcomes, only our response. You choose how you feel, how you react, how you frame the world around you. Once you accept that, you realise you are fully empowered – the conditions are always perfect.

How to nail the TMAs entry requirements?  

It may sound clichéd, but: Be yourself. A core pillar of The Marketing Academy is authentic leadership, so when it comes to the interviews, remember passion trumps ego, vulnerability over bravado, enthusiasm not entitlement. At bootcamp, the outward-facing persona all of us carry is stripped back to your true character pretty quickly, so your best bet is to approach the application process with your true character on show.

Best piece of advice you’ve ever been given & why? 

The only thing more memorable than selfishness is generosity. Whether it’s your career, your family, your relationships or friendships, magic happens when you give without thinking about the get. The Marketing Academy is a great example of that – it’s a community built on the idea of paying it forward. You’ll be amazed by how amazing leaders give their time and knowledge to this program, as well as how well equipped you’ll be to give back.

The greatest professional lesson you have relearned/assumption to explode? 

As tempting as it might be when you really care about your team, as a leader it’s not your remit to solve problems. The mind that brought the problem to you likely has the solution. Remembering that allows you to benefit from two incredibly powerful tools you hone as part of the program: Listening and language. Deep listening allows you to fully understand the problem someone is facing; language builds the framework for them to find the answer.

Greatest capability gap (individually & within your teams)? 

Data may be the new oil, but you need people with the skills and talent to refine it. That’s why over the past two years, all of my direct hires have been economists. We now have a team of five top economists tasked with transforming our data into rich market insights that help millions of Australians, as well as our customers, make good property decisions.

Talent crisis: What’s the impact on your teams, how to navigate (what is keeping people from moving on?) 

When the talent pool is tight, culture is your best acquisition and retention strategy. Perks and cool offices are great, but what draws the right people in and keeps them around is a culture that empowers them to deliver, that is inclusive and diverse, that recognises their contribution and connects them to purpose.

Jess Farahar, Marketing Manager, KFC

What’s the single most valuable insight gleaned? 

We’re all running our own race but experiencing similar professional and personal challenges. Being open about these challenges can instantly deepen connections and make you a far more effective leader.

How to nail the TMAs entry requirements?  

Be yourself. Sounds cliched I know, but TMA really does welcome and value authenticity and vulnerability – so lay it all on the line and bring your true self to your entry.

Best piece of advice you’ve ever been given & why? 

Don’t be a slave to a career plan. While it’s always good to have goals and a plan in mind, don’t be afraid to deviate from this. Keep your eyes open to opportunities, and don’t disregard a ‘sideways’ step – you never know where it will lead you. This was advice shared from one of the incredible TMA Mentors that I was lucky to meet with, hearing this from someone at the top of their game was really clarifying and reassuring.

If you f**k up, fess up. A little basic, yes - but this one has stuck with me from my first day as a grad in a Creative Agency. None of us are perfect, and mistakes happen. A problem shared is a problem halved, so speak up before it snowballs.

The greatest professional lesson you have relearned/assumption to explode? 

Agency folk make good clients. It’s easy to assume that the skills and experiences in agency careers are specialist and niche, and to question the ability to transfer to an arguably more varied and commercial brand marketing role. This was certainly a fear I held when moving from agency to brand-side and, if I am honest, one I still need to fight at times.
Experience and skills learned in an agency career though should not be underestimated and recognising your own unique skillset and experience can make you as valuable as the next candidate.

Greatest capability gap (individually & within your teams)? 

Maybe I’m skirting the question a little here – but I’d say time is one of my biggest challenges. We are all so busy in the day-to-day of work and life, finding the time for up-skilling, re-skilling, re-inventing is one of my and our team’s biggest challenges. With the rate of change in our industries, I’m conscious this can quickly lead to capability gaps.

Dan Tintner, Partner, Deloitte Digital

What’s the single most valuable insight gleaned? 

The leadership journey can feel lonely at times but facing your fears, being open to new ideas and challenging the status quo is okay.

How to nail the TMAs entry requirements?  

Be yourself, bring your passion and allow yourself to be vulnerable.

Best piece of advice you’ve ever been given & why? 

The greatest energy you can get is giving the gift of knowledge to others or the next generation. Share your insights, learnings and enjoy watching others grow and flourish.

The greatest professional lesson you have relearned/assumption to explode? 

Sounds silly, but you are never too old to learn new things. ‘Stay on the tools’, never lose the skills you started with, craft, refine and go again.

Greatest capability gap (individually & within your teams)? 

Greatest capability gap I see across teams that we don’t “break” things anymore to learn. Don’t just go to Google to get an answer, try it out, measure it, break it, go again. Be curious, challenge others’ views and assumptions, don’t take things at face value.

Talent crisis: What’s the impact on your teams, how to navigate (what is keeping people from moving on?) 

Culture is key, spending time with the team understanding what they want to learn and how you can support that means a lot. The value exchange and investment into people is a key focus. Providing more training, career guidance and opportunities to extend the team’s roles have had significant impact.