Reconciliation Road Map - Building Better Businesses

In this episode of Reconciliation Roadmap, Dixie Crawford unpacks what it really takes to move from one RAP level to the next — and why rushing the process can do more harm than good. Whether you're moving from Reflect to Innovate, or gearing up for Stretch or Elevate, this episode is a practical guide for leaders and RAP Working Groups who want to make the transition with integrity, not just for appearances. Dixie calls out the common traps — like over-promising, under-resourcing, and letting one person carry the load and walks you through how to get your house in order before you step up. Takeaways: Every RAP transition must be earned – It’s not about status. It's about whether your organisation has the maturity, resources and systems in place to go deeper with reconciliation. A readiness checklist is essential – Before moving up, you need to honestly assess staff ownership, cultural capability, budget, governance, and the strength of your community relationships. Preparation is the difference between credibility and collapse – If you rush it, trust breaks. If you do it right, reconciliation becomes embedded and sustainable. See omnystudio.com/listener for privacy information.

In this episode of the Reconciliation Roadmap Podcast, host Dixie Crawford discusses the often-overlooked issue of burnout in reconciliation work. She highlights the emotional toll on leaders and staff involved in implementing Reconciliation Action Plans (RAPs) and provides insights into preventing burnout through shared ownership, proper resourcing, and sustainable practices. The conversation emphasises the importance of maintaining energy and commitment in the long-term reconciliation journey, ensuring that leaders and teams can continue their vital work without exhausting themselves. Takeaways Burnout in reconciliation work is a significant issue. RAP leadership can be exhausting and lead to burnout. Signs of burnout include fatigue, cynicism, and withdrawal. The cost of burnout includes stalled progress and damaged trust. Shared ownership of RAPs is essential to prevent burnout. Proper resourcing is crucial for successful RAP implementation. Pacing oneself is important in long-term reconciliation efforts. Setting realistic timelines helps manage expectations. Celebrating small wins can sustain motivation and energy. Regular reflection and dialogue are key to maintaining well-being. Chapters 00:00 Introduction to Reconciliation Roadmap Podcast 00:38 Understanding RAP Burnout 04:55 Consequences of Burnout in Reconciliation 08:46 Principles for Preventing Burnout 09:45 Practical Strategies for Leaders 10:11 Conclusion and Call to ActionSee omnystudio.com/listener for privacy information.

In this episode of the Reconciliation Roadmap Podcast, host Dixie Crawford discusses the critical role of accountability in the reconciliation process within organisations. She emphasises the importance of both self-accountability and peer accountability, outlining practical models for fostering a culture of accountability that promotes trust and collaboration. The conversation highlights the need to shift from blame to problem-solving, ensuring that reconciliation becomes an integral part of organisational culture rather than a side project. Takeaways Accountability is essential for effective reconciliation. Peer accountability spreads responsibility across all staff levels. Self accountability is the foundation for holding others accountable. Criticism can undermine the reconciliation process. Healthy peer accountability models empower staff and foster collaboration. Accountability should focus on solving problems, not blaming individuals. Mistakes should be viewed as learning opportunities. Leaders should model vulnerability to normalise accountability. Reconciliation is a collective responsibility, not just for a few champions. Building a culture of accountability requires consistent practices and processes. Chapters 00:00 Introduction to Reconciliation Roadmap 00:38 The Importance of Accountability in Reconciliation 03:00 Self Accountability: The Foundation of Peer Accountability 05:53 Models of Healthy Peer Accountability 08:43 Shifting from Blame to Problem SolvingSee omnystudio.com/listener for privacy information.

In this episode of the Reconciliation Roadmap Podcast, host Dixie Crawford discusses the importance of acknowledging and learning from mistakes in reconciliation practices. She emphasises that reconciliation is a messy, non-linear process where missteps are inevitable. The conversation covers common pitfalls organisations face, such as rushing, making assumptions, and failing to engage communities meaningfully. Dixie outlines steps to turn these missteps into opportunities for growth and highlights the significance of accountability and a growth mindset in the reconciliation journey.Takeaways Reconciliation is not a linear process; it's messy and human. The real test is how we respond to mistakes. Common missteps include rushing, assumptions, and symbolism over substance. Tokenistic consultation leads to frustration and mistrust. Ignoring cultural protocols sends damaging messages. Overloading First Nations staff can lead to burnout. Silence on racism erodes trust in organisations. Acknowledge mistakes to build trust and accountability. Implement feedback loops to create a safe space for learning. Reconciliation is about progress, not perfection. Chapters 00:00 Introduction to Reconciliation Roadmap00:38 Understanding Missteps in Reconciliation03:06 Common Missteps and Their Impact05:58 Turning Mistakes into Progress07:51 Practical Tools for GrowthSee omnystudio.com/listener for privacy information.

In this episode of the Reconciliation Roadmap podcast, host Dixie Crawford discusses the importance of navigating difficult feedback in the reconciliation process with First Nations peoples. She emphasises that feedback, especially the uncomfortable kind, is crucial for growth and accountability. The episode explores common traps organisations fall into when receiving feedback, reframing discomfort as a learning opportunity, and practical strategies for handling feedback effectively. Dixie encourages organisations to embed feedback into their culture to foster trust and long-lasting relationships with communities. Takeaways Feedback is crucial for accountability in reconciliation. Difficult feedback is often uncomfortable but necessary for growth. Common traps include defensiveness, fear, tokenism, and disconnection. Reframing discomfort can lead to significant organisational growth. Listening without defense is the first step in handling feedback. Acknowledging the courage it takes to give feedback is essential. Sitting with discomfort allows for deeper understanding and processing. Action must follow feedback to demonstrate commitment to change. Building structures for regular feedback is vital for ongoing improvement. Feedback should be normalised in organisational culture.   Chapters 00:00 Introduction to Reconciliation Roadmap 00:34 Navigating Difficult Feedback 05:50 Reframing Discomfort as Growth 08:40 Practical Strategies for Handling Feedback  See omnystudio.com/listener for privacy information.

Autonomy has become one of the most overused and misunderstood words in corporate reconciliation. In this episode, Dixie Crawford—a proud Barkandji woman, founder of Nganya, and expert RAP consultant—unpacks why autonomy is not the endgame it’s often made out to be. Too often, autonomy is presented as a generous handover of responsibility to First Nations people, but without the decision-making authority, financial control, or structural backing needed to succeed. What looks like inclusion on paper can quickly become tokenism in practice. The result? First Nations employees and stakeholders are left carrying heavy expectations without the power to make change, leading to frustration, burnout, and disillusionment. Dixie challenges organisations to stop equating autonomy with progress. Instead, she introduces the concept of structural partnership—an approach that embeds First Nations leadership and voices directly into governance structures, budget processes, and core business strategy. This isn’t about symbolic gestures or decorative authority; it’s about real, shared power. This episode offers a blueprint for leaders who are serious about moving their RAP beyond symbolism and into substance. You’ll hear why simply “handing over the reins” isn’t enough, and how shifting to structural partnership creates pathways for genuine co-governance, stronger accountability, and more sustainable reconciliation outcomes. What You’ll Learn Why autonomy without power creates more harm than progress The risks of tokenism and burnout in reconciliation efforts How structural partnership transforms reconciliation into shared power Practical steps to embed First Nations leadership in decision-making.  Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode, Dixie Crawford discusses the importance of genuine reconciliation with First Nations people in the workplace. She emphasises that hiring Indigenous staff is just the beginning and that organisations must create a supportive and culturally safe environment for them to thrive. Dixie outlines common misconceptions about reconciliation, the need for systemic change, and practical steps organisations can take to ensure meaningful employment practices. She challenges leaders to reflect on their systems and culture to truly support First Nations staff. Takeaways Hiring First Nations people is a responsibility, not a token gesture. Cultural safety is essential for retention and success. Recruiting alone does not equate to reconciliation credibility. Representation must come with influence and respect. Systems and culture must change to support First Nations staff. Conducting an employment audit is crucial for understanding representation. Culturally safe employment pathways are necessary for success. Avoid placing the cultural burden on a single staff member. Reconciliation requires collective effort, not individual action. Leadership must focus on how to support First Nations staff effectively. Chapters 00:00 Acknowledging Country and Responsibility 00:56 The Misconception of Hiring as Reconciliation 03:17 The Importance of Cultural Safety and Support 05:36 Building a Culturally Safe Employment Pathway 06:58 Moving Beyond Tokenism to Transformation Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, host Dixie Crawford emphasises the critical role of organisational culture in the success of reconciliation action plans (RAPs). She discusses how culture is defined not by stated values but by tolerated behaviors, highlighting the importance of active leadership in fostering a safe and inclusive environment. Crawford provides actionable tips for leaders to align their culture with reconciliation efforts, stressing that true change requires consistent and courageous actions. Takeaways Culture is what you tolerate, not what you say. Passive leadership allows harmful behaviours to persist. Cultural safety must be built and protected. Reconciliation cannot thrive in a culture of silence. Strong RAP cultures are proactive and values-driven. Leaders must call out inappropriate behaviours consistently. Cultural behaviors should be integrated into performance evaluations. Creating safe spaces for dialogue is essential but not enough. Trust is undermined when input is ignored. The culture you allow is the culture you lead. Chapters 00:00 Acknowledging Country and Cultural Context 01:28 The Impact of Culture on Strategy 03:26 Building and Protecting Cultural Safety 04:53 Leading a RAP-Aligned Culture 06:48 The Leadership Challenge: Actions Over Words Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, host Dixie Crawford emphasises the importance of ownership in reconciliation efforts, challenging the notion of being a 'passenger' in the process. She outlines the necessity for all individuals within an organisation to take responsibility for reconciliation actions, rather than relegating the work to a few. Crawford discusses how isolated ownership leads to limited impact and stresses the need for accountability across all levels of an organisation. She provides actionable steps to embed reconciliation into the core operations of a business and encourages leaders to foster an environment where everyone is expected to participate actively in the reconciliation journey. Takeaways There are no passengers in reconciliation, only leaders or blockers. The success of your RAP is about who owns it, and that should be everyone. Reconciliation is not a side project; it should be embedded in all operations. Isolated ownership leads to isolated impact and potential burnout. Successful RAPs are decentralised and involve all teams. You don't need to be an expert to take action; accountability is key. Language shapes mindset; use active language to promote ownership. Introduce a no bystanders policy to encourage participation. Reconciliation is a leadership role, not a spectator sport. Every stalled RAP has the same root cause: lack of collective ownership. Chapters 00:00 Introduction and Acknowledgement 01:26 The Myth of the Passenger 02:23 Ownership in Reconciliation 04:51 Embedding Accountability 06:44 The Leadership Challenge Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford discusses the subtle signs that indicate a Reconciliation Action Plan (RAP) is off track. She emphasises the importance of early detection and proactive leadership in maintaining momentum and engagement in reconciliation efforts. By identifying key indicators of disengagement and implementing regular check-ins, organisations can avoid the pitfalls of reactive leadership and ensure that reconciliation remains a living practice rather than a seasonal campaign. Takeaways RAPs unravel slowly and quietly, often unnoticed. Failure is indicated by small, subtle signs. Silence from the working group is a red flag. Disengaged leadership shows up in culture first. Scrambling during reconciliation week indicates a loss of rhythm. Community partners going quiet signals deeper issues. Regular RAP checks can help maintain accountability. Tracking energy is as important as tracking outcomes. Facilitated sessions can diagnose underlying issues. Proactive leadership is essential for effective reconciliation. Chapters 00:00 Introduction to Reconciliation and Acknowledgement 00:55 Understanding the Signs of a Failing RAP 03:21 Identifying Leadership Disengagement 05:15 Strategies for Early Detection and Intervention Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au  See omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford discusses the true meaning of success in Reconciliation Action Plans (RAPs). She emphasises the importance of measuring real impact rather than just counting activities, advocating for transparency, accountability, and genuine engagement with First Nations communities. Crawford outlines key metrics for success and encourages organisations to shift their focus from superficial achievements to meaningful change that benefits all stakeholders involved. Takeaways RAP success is not just about ticking boxes. Real impact requires measuring what matters, not just what is easy. Success is about transparency and shared responsibility. Internal confidence does not equate to external credibility. Systems change is essential for true reconciliation. Define success metrics and revisit them regularly. Seek external validation from First Nations stakeholders. Create a traffic light dashboard for accountability. Reconciliation should be integrated into all aspects of the organisation. Honesty about progress is crucial for meaningful change. Chapters 00:00 Acknowledging Country and Purpose 00:56 Defining RAP Success 02:45 Measuring Real Impact 04:41 Building Effective Metrics 06:08 Creating Accountability and Transparency 07:34 Call to Action for Real Change Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford discusses the detrimental effects of perfectionism on the implementation of Reconciliation Action Plans (RAPs). She emphasises that waiting for the perfect moment can stall progress and erode trust among stakeholders. Instead, she advocates for a mindset that embraces action and continuous improvement, encouraging organisations to launch their RAPs and adapt as they go. The conversation highlights the importance of leadership in fostering trust and making tangible progress in reconciliation efforts. Takeaways Perfectionism can stall RAP implementation and erode trust. RAPs should be seen as living frameworks that evolve over time. Delays in launching RAPs can lead to disengagement from stakeholders. Credibility comes from action and visible effort, not a polished document. Perfectionism often stems from fear of backlash or making mistakes. Setting a firm launch date can help overcome perfectionism. Adopting a version control mindset allows for continuous improvement. Celebrating small actions can shift the focus from perfection to progress. Leadership is crucial in building trust and momentum for change. Reconciliation requires immediate action, not waiting for readiness. Chapters 00:00 Introduction and Acknowledgement 01:17 The Perils of Perfectionism in RAPs 03:14 Understanding RAPs as Living Frameworks 05:10 Moving Forward Without Perfectionism 07:03 Call to Action and Conclusion Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford discusses the importance of embedding Reconciliation Action Plans (RAPs) into everyday business processes to avoid burnout among staff. She highlights common pitfalls organisations face when implementing RAPs, such as treating them as separate from core business functions and over-relying on passionate individuals. Crawford emphasises the need for structural changes, leadership involvement, and sustainable practices to ensure that reconciliation becomes an integral part of organisational culture. Takeaways: A RAP must be embedded into core business processes. Burnout occurs when RAPs are treated as an unpaid second job. Reconciliation should not rely solely on passionate individuals. Embedding reconciliation means changing organisational functions. First Nations staff should not bear the cultural load alone. Sustainable RAPs require formal structures and accountability. Leadership must treat RAPs as real work, not extras. Integrate RAP actions into existing workflows and KPIs. Create cross-functional teams for shared responsibility in RAPs. Reconciliation should be a part of business as usual, not a side hustle. Chapters 00:00 Introduction to Reconciliation and RAPs 01:42 Challenges of Embedding RAPs in Organisations 03:30 Strategies for Sustainable Reconciliation Practices 05:57 Leadership's Role in Effective RAP Implementation Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford emphasises the critical importance of measurement in Reconciliation Action Plans (RAPs). She argues that without measurable outcomes, reconciliation efforts risk becoming mere corporate theatre. The discussion covers the necessity of transparency to build trust with First Nations communities, practical tips for effective measurement, and the strategic significance of reconciliation within organisations. Crawford challenges listeners to operationalise reconciliation efforts and ensure accountability through clear metrics and reporting. Takeaways: If it's not measured, it's not a RAP outcome. Reconciliation without measurement becomes corporate theatre. Measurement drives momentum and credibility. Most RAPs fail from bad data, not bad intent. What gets measured gets resourced. Community trust depends on transparency. The RAP shouldn't live in a PDF. Real RAP leadership measures impact, not just activity. Reconciliation is a strategic pillar, not a side project. Change becomes visible and credible when measured. Chapters 00:00 Acknowledging Country and Purpose 01:17 The Importance of Measurement in RAP 04:41 Building Trust Through Transparency 05:10 Practical Tips for Effective Measurement 07:04 Reconciliation as a Strategic Pillar   Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford emphasises the importance of individual influence in driving reconciliation efforts. She challenges the myth that only executives can lead these initiatives, highlighting that everyone has a sphere of influence that can effect change. Through small, consistent actions and visible leadership, individuals can contribute to a cultural shift towards reconciliation. Dixie encourages listeners to take action and lead without waiting for permission, ultimately calling for grassroots leadership to transform reconciliation from a performative act into a genuine movement. Takeaways: Your budget doesn't define your influence. Reconciliation doesn't move because of policy alone. Everyone has a sphere of influence, whether they realise it or not. Small consistent actions create cultural shift. Waiting for permission will reduce your influence. You are already authorised to lead. Culture shifts when leadership is seen, not just assumed. If every listener committed to building just two new reconciliation leaders, we would double our impact instantly. Reconciliation requires cultural movement. You don't need a bigger title. You need courage, consistency and commitment. Chapters 00:00 Acknowledging Land and Influence 01:46 Understanding Your Sphere of Influence 04:38 Expanding Your Influence 07:03 Call to Action for Everyday Leaders Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au    See omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford emphasises the crucial role of RAP champions in driving reconciliation efforts within organisations. She discusses the challenges these champions face, including a lack of empowerment and the tendency to wait for permission to act. Crawford encourages RAP champions to embrace their leadership roles, take bold actions, and not be afraid to challenge the status quo. The episode concludes with a leadership challenge for listeners to take immediate action without waiting for approval. Takeaways: RAP champions often feel chosen but not empowered. Waiting for permission can stall reconciliation efforts. Leadership requires discomfort and cultural courage. Meaningful change comes from those who act first. Playing it safe leads to safe outcomes. Your role is to push against the status quo. Act now and ask for forgiveness later. Build power through networks and partnerships. Escalate strategically when facing resistance. Lead visibly and without apology to inspire others. Chapters 00:00 Introduction to Reconciliation Action Plans 02:15 Empowerment of RAP Champions 04:08 Leadership vs. Management in Reconciliation 06:33 Taking Action Without Waiting for Permission 08:57 Leadership Challenge and Conclusion Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford dives straight into one of the most common reasons Reconciliation Action Plans (RAPs) fail: team misalignment. It doesn’t matter how glossy your RAP document looks or how impressive the launch event was, if your leadership and delivery teams aren't aligned, your RAP is on borrowed time. Dixie unpacks how misalignment leaks into behaviour before it shows up as failure: slipping deliverables, vague ownership, and disengaged leaders. She challenges organisations to stop treating alignment as optional and start recognising it as a leadership responsibility. This episode delivers hard truths about the professional discipline required to execute RAPs effectively, even when reconciliation work competes with 'business as usual' priorities. Dixie also offers three sharp, practical strategies for leaders to realign their teams, build accountability, and keep RAP momentum alive. If you're serious about moving beyond performative reconciliation, this episode is your wake-up call. Alignment isn’t a bonus — it’s non-negotiable.   Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford emphasises the importance of effective communication in reconciliation efforts, particularly the limitations of relying solely on email. She advocates for a more engaging approach that inspires action and personal connection to the Reconciliation Action Plan (RAP). By tailoring messages to different audiences and emphasising the need for leadership involvement, Crawford outlines strategies for fostering genuine commitment to reconciliation within organisations. The episode concludes with a call to action for listeners to actively promote reconciliation in their teams. Takeaways: You cannot email your way through reconciliation. Awareness is an action, not just information. Buying happens through experience, not exposure. You need to light a fire, not forward a file. Successful RAPs are sold, not told. Every communication touch point must have a call to action. Change moves faster peer to peer than top down. First Nations people don't need more empty promises. Internal culture sets the tone for external impact. Reconciliation doesn't live in a file, it lives in action. Chapters 00:00 Introduction to Reconciliation and Acknowledgment 01:44 The Limitations of Email Communication in Reconciliation 04:08 Strategies for Effective RAP Communication 06:35 The Importance of Action Over Words in Reconciliation Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au  See omnystudio.com/listener for privacy information.

In this episode of Reconciliation Roadmap, Dixie Crawford emphasises the necessity of year-round commitment to reconciliation rather than performative actions limited to National Reconciliation Week. She discusses the importance of embedding reconciliation into the core values and operations of organisations, highlighting that true leadership in reconciliation is measured by consistency and genuine engagement with First Nations communities. Practical steps are provided for organisations to audit their reconciliation efforts and ensure ongoing action, ultimately calling for a shift from performative gestures to meaningful, sustained commitment. Takeaways No one cares about your Reconciliation Week event if you don't care about reconciliation year round. Reconciliation isn't a campaign, it's a commitment. Events without year-round action damage trust, not build it. Reconciliation Week should showcase your ongoing work, not cover up its absence. Real leaders in reconciliation aren't louder. They're more consistent. Audit your reconciliation activity across the whole year. Treat Reconciliation Week as a reporting point, not a starting point. Build a 12-month RAP activation calendar. Trust is built in the boring months. Reconciliation isn't an event; it's a way of leading. Chapters 00:00 Introduction and Acknowledgment of Country 01:46 The Importance of Year-Round Reconciliation 03:15 The Dangers of Performative Reconciliation 05:13 Practical Steps for Embedding Reconciliation 07:37 Call to Action for Continuous Commitment Follow Dixie's work on LinkedIn: Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au  See omnystudio.com/listener for privacy information.

In this episode, host Barkindji woman, Dixie Crawford dives into the hard truths about why many organisations struggle to get their teams truly engaged with reconciliation. Dixie breaks down the leadership missteps and cultural signals that result in low engagement, and shares practical, actionable strategies to make reconciliation core business, not just corporate theatre or ‘feel-good’ add-ons. Key Takeaways When staff aren’t taking reconciliation seriously, it’s often because leadership has (directly or indirectly) signaled that it’s optional. Stated values are meaningless if breaches go unchecked. Silence speaks volumes. Cultural awareness programs bring knowledge, but real change happens through accountability, expectation, and reinforcement.  Framing RAP activities as ‘optional’ subtly tells staff it isn’t a priority. Staff model their behavior on what leaders do, not just what they say. Practical Tips from Dixie Make reconciliation outcomes part of KPIs, manager assessments, and departmental reporting—just like financials or safety. Publicly acknowledge and amplify managers and teams showing genuine leadership in reconciliation. Demonstrate that reconciliation delivers not just social value, but commercial benefits—improving reputation, r Call to Action When was the last time you publicly reinforced RAP as a priority, held someone accountable, or celebrated reconciliation leadership? This week, pick one area and take a visible action to make reconciliation real and not just rhetorical. Follow Dixie's work on LinkedIn: Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.auSee omnystudio.com/listener for privacy information.