Before we explain One Nation voters, perhaps we should listen to them

 

Yesterday I wrote about the extraordinary enthusiasm political parties have for studying unhappy voters rather than themselves. This morning the Sydney Morning Herald delivered me an article about researchers studying 1,000 One Nation voters. Sometimes the universe is unnecessarily helpful.

In my living history interviews with people in their late 80s and early 90s across my local government area, I often ask what has changed in their lifetime. I am hoping for the broad sweep, social change, physical change, how the place has changed around them.

The most common answer I get is: too many people.

They are talking about people moving into the area from somewhere else in Australia. Sydney gets mentioned a lot. Immigration does not.

So when I read Paul Sakkal’s article in the Sydney Morning Herald this morning on what 1,000 One Nation voters say is driving them, I smiled.

The headline finding is immigration. Of the One Nation supporters who believe Australia is heading in the wrong direction, 39 per cent name immigration as one of the reasons. Fifty-seven per cent fear Australia’s culture and identity are changing too quickly. Forty per cent point to pressure on housing and infrastructure.

Then you read what people actually say.

One supporter says the issue is arithmetic. You cannot bring in that many people without building the houses. Another says the issue is who comes and whether they want to become part of what is already here.

Suddenly “immigration” is being asked to explain quite a lot.

We do love a complicated explanation. Apparently understanding something counts for less if it doesn’t require a consultant.

The research into One Nation voters comes with focus groups, voter segments, demographic differences, loyal supporters, newer supporters and analysis of what might persuade people to change their vote. All useful.

But perhaps people are also saying exactly what they mean.

There are more people than there used to be, and they do not like some of the consequences.

People do not experience population growth as a percentage. They experience another housing development, another traffic jam, another doctor’s books closed to new patients, another paddock covered in houses and another place that takes longer to get to.

Ask someone in their late 80s in my LGA what has changed and I may hear “too many people”.

Ask a One Nation voter what is wrong with Australia and I may hear “too much immigration”.

Before deciding those are entirely different conversations, it might be useful to ask what each person is actually describing.

The Scanlon Foundation’s long-running social cohesion research adds an important clue. In 2024, 49 per cent of Australians thought immigration was too high. Yet 85 per cent said multiculturalism had been good for Australia, 82 per cent said migrants were good for the economy and 83 per cent rejected excluding immigrants on the basis of race, ethnicity or religion.

The 2025 research is equally interesting.

Among Australians who thought immigration was too high, 58 per cent nominated the economy or housing as the country’s biggest problem. Only 9 per cent nominated immigration itself.

That does not make concerns about race, culture or identity disappear. The One Nation research itself shows a difference between newer supporters worried about migration numbers and parts of Hanson’s traditional base who are more concerned about the background of migrants.

But it does suggest that “too much immigration” can sometimes be shorthand for something much broader.

Too many people for the houses.

Too many people for the roads.

Too many people for the services.

Too much change, too quickly.

In my interviews, the people causing all this pressure can be Australians who moved down the highway. Scale the same experience up from a town to a country and suddenly the new arrivals have passports.

This takes us straight back to the leadership question I wrote about yesterday.

Political parties confronted with dissatisfied voters have an extraordinary appetite for studying the voters. Who are they? What do they want? What are they angry about? What message will bring them back?

Now we have research into 1,000 One Nation voters.

To its credit, the research reaches an important conclusion: One Nation’s rise is as much a story of Liberal failure as One Nation success.

That is more interesting than another voter profile.

Because the real question may be what happens when population grows faster than people’s confidence that governments can manage the consequences.

Housing, roads, hospitals, schools and infrastructure are experienced locally. So is change. People notice the paddock disappearing long before they read the population statistics.

Then politics arrives with an answer. Immigration.

That is a powerful word because it can turn a collection of complicated experiences into one problem with one number attached to it.

Politics loves a number. Numbers can be cut. Systems are messier.

So before politicians hear “immigration” and start competing over who can promise the lower migration target, it might be worth listening a little longer.

What are people actually describing? Because sometimes when someone in their late 80s tells me the problem is “too many people”, the people causing all the trouble came from Wollongong.

Pauline Hanson did not invent that feeling.

She may simply have become very good at telling people what to call it.

Agriculture wanted better storytellers. Then we blew up the model that made them

 

I am about to spend World Peace Day talking to a group of 10 to 15 year olds about curiosity, critical thinking, communication and collaboration. Which is slightly confronting when you start looking around at how adults behave.

Before the workshop, the students will answer a short survey. They will answer the same questions afterwards. I am interested to see what changes, and I am also realistic enough to know they are unlikely to walk out several hours later transformed into world-class collaborators who calmly interrogate every assumption before breakfast.

That is because people do not change overnight. Oddly, we seem to forget this every time we organise a workshop.

How many times have you spent a day learning some marvellous new way of doing things, walked out thinking, “This is excellent” put the folder somewhere safe and carried on exactly as before? I have.

We have somehow developed a culture where learning is treated as an event. Book the facilitator, find the room, provide lunch, learn collaboration, home by four. Job done.

I learnt the limitations of that model the long way around.

When I came back into agriculture, people decided I did not look like the stereotype of someone they expected to see representing the industry. Apparently that was useful, so I was pushed out the front and into the media.

This was all very new to me, and I was not remotely comfortable with it, so I demanded training. Then more training. Then more training.

It took me about 15 years to feel comfortable.

The other day I gave a presentation and a number of people told me it was the best presentation they had ever seen.

They should have been at my first one.

It had 127 slides.

I wish I were exaggerating.

That experience changed the way I thought about developing other people. When I started the Young Farming Champions program, I wanted people to have what I had eventually learned I needed, time, repetition, feedback and somewhere safe to keep practising.

The Young Farming Champions model was built around ongoing development. Once you joined, you could remain part of the network for as long as you wanted, continuing to build your skills over time. During COVID, we ran workshops every month, so people could say, “I want to feel more comfortable doing this,” and we could focus on exactly that. We brought in outstanding Australian and international experts, then gave people repeated opportunities to practise, get feedback and keep improving.

That is how confidence grows.

Then agricultural bodies looked at what we were doing and decided they wanted something similar. The young people were already there. The Action4Agriculture team was already training them. What changed was the desire to have the program sit inside their own organisation.

This is where I became increasingly frustrated with the way institutions behave. We talk endlessly about collaboration, but the system often rewards the person who can point to something and say, “That was my idea. I built that. That was my result.”

Once that becomes the prize, curiosity becomes inconvenient.

Nobody asks, “Why is this working?” or “What could we add to what is already here?” The question becomes, “How do we create our own version?”

And that is how duplication starts to look like achievement.

The result can be beautifully efficient.

Train them on Saturday.

Face of the industry by Monday.

It is a wonderfully efficient system, provided human beings work like software updates.

Recently I have been spending time with collaboration specialist Stuart Waters, and he has been subtly  dismantling several things I thought I knew. One of them is my GPS model.

I have used it for years. Goal. Problem. Solution. Where are we trying to go? What is getting in the way? What is the solution? Perfectly sensible.

Except Stuart pointed out something rather inconvenient.

If we knew the solution, we probably would not have the problem.

With complex problems, the solution is rarely sitting there politely waiting for someone clever enough to notice it. Stuart talks instead about steps, experiments, things we can try, learn from and adjust.

So perhaps GPS survives. Goal. Problem. Steps.

I rather like that. It removes the requirement to stride into every complicated situation carrying The Answer.

It also exposes another habit we have. We are often in an extraordinary hurry to solve the problem before we have worked out what the problem actually is. Something goes wrong and we deal with the bit we can see.

People are not collaborating. Students are dropping rubbish. A community is not engaging. A candidate loses an election.

Right. Fix that.

Except those things may be symptoms. The interesting questions sit underneath. Why is this happening? What assumptions are we making? Who knows something we don’t? Who sees the situation differently?

And the question I am finding increasingly important in some other work I am doing is this.

Have we actually spoken to the people most affected?

It is astonishing how often the answer appears to be no. Reports get written, programs get designed, conclusions get reached and entire narratives develop. Meanwhile, somebody sitting right in the middle of the experience is thinking, “You could have asked me.”

And then I am preparing to stand in front of children and put this on a screen.

Stay curious. Ask before you assume. Understand the problem before you solve it. Listen to learn. Share the thinking. Try something small. Learn what happens. Keep going.

The children are not the only people who could use the reminder.

I am also going to ask them something I have found unexpectedly difficult myself.

Who do you know who does this? Who stays curious when everyone else has already decided? Who asks another question? Who listens because they genuinely want to know the answer? Who can say, “I don’t know”? Who can discover something new and change their mind without behaving as though they have suffered a humiliating defeat?

I can think of a few people. Stuart is one.

What I notice when I talk to him is that having expertise has not made him less curious. Quite the opposite. He keeps asking questions. What is the actual dilemma? Who else sees this differently? What could we try? What might we learn?

Perhaps that is what expertise should look like.

Knowing enough to know that you probably don’t know everything.

There is another uncomfortable question sitting underneath my student workshop. We spend a great deal of time telling young people they will need curiosity, critical thinking, creativity, communication and collaboration to navigate the future.

Who are they watching do it now?

Because one workshop will not do it. Not for them. Not for us.

A workshop might introduce an idea. It might give us language for something we had never noticed before. It might even make us uncomfortable enough to rethink something.

Then comes Monday.

That is when the learning starts.

We Keep Arguing About Grace Tame and Ignore the Real Question

I have watched the commentary around Grace Tame spiral into familiar territory. Some defend her. Some attack her. Some wait for any misstep. The arguments become about slogans, tone, delivery.

Meanwhile, the original political decision sits largely untouched.

Reading through the comments on a right-leaning news site, I came across a thoughtful defence of her right to speak. It reminded me that human rights advocacy does not vanish because someone disagrees with the politics of the moment. Courage is not conditional.

I would have preferred that a particular slogan not be used. It distracted from the substance. Yet focusing only on the slogan misses the larger question.

What was the judgement behind inviting the Israeli president at this time?

Leadership is not only about protocol. It is about reading the room. It is about understanding how divided the public mood already is. It is about recognising when symbolism inflames rather than steadies.

We can debate Grace Tame’s language for days. That is easy. The harder and more necessary question concerns political judgement at the top.

If we are serious about social cohesion, that is where attention belongs.

Insights from High-Level Executives on Recognising Toxic Workplaces

In 2023, I commissioned Campus Consultancy to produce two e-books with a clear purpose: to support young people entering the workforce and to guide employers in nurturing young talent. The titles, How to Be the Employee Everybody Wants to Work With and How to Be the Employer Everybody Wants to Work For, are more than just catchy phrases. They embody a mission to foster a GREAT PLACE TO WORK culture from the outset of one’s professional journey.

How to Be the Employee Everybody Wants to Work With and How to Be the Employer Everybody Wants to Work For

This week, I had the privilege of gathering a group of seasoned executives, each with years of experience navigating the complex currents of the corporate world. Our focus? To distill their hard-earned wisdom into our next project. The discussion was sharp, the insights illuminating, but one theme eclipsed all others: The Secret to Thriving at Work: What They Wish They’d Told You.

The consensus was unequivocal: Learn how to recognise a toxic workplace. These executives, hardened by experience, underscored the importance of understanding the Drama Triangle and spotting the Machiavellian tendencies that so often fuel it. Their advice was blunt and to the point—get out of these environments fast.

The Drama Triangle, a concept developed by Stephen Karpman, maps out the roles people tend to fall into during conflict or high-stress situations: the Victim, the Persecutor, and the Rescuer.

  • Victim: The one who feels oppressed, helpless, and powerless. This person often believes they have no control over their situation and seeks out someone to save them.
  • Persecutor: The critic, the blamer. The Persecutor asserts control or dominance, typically in a harsh or judgmental manner, reinforcing the Victim’s sense of helplessness.
  • Rescuer: The hero, or so it seems. The Rescuer steps in to save the Victim, but in doing so, they often reinforce the Victim’s dependency, keeping the toxic cycle alive.

This triangle is particularly poisonous in the workplace, where it can breed a culture of dependency, blame, and conflict. Recognising when you or others are slipping into these roles is the first step to breaking the cycle and cultivating a healthier, more productive work environment.

The shadow of Machiavelli looms large over the workplace, not just as a historical figure, but as a symbol of a certain personality type—one characterised by manipulation, deceit, and a relentless focus on personal gain at the expense of others. Machiavellian individuals are experts at exploiting the Drama Triangle to their advantage, pulling the strings to ensure that the cycle of conflict and dependency spins ever on, to their benefit.

In practice, these individuals might:

  • Manipulate Relationships: They sow divisions, encouraging conflicts among colleagues to keep themselves in a position of power.
  • Exploit Vulnerabilities: They identify and prey on the weaknesses of others, whether it’s a colleague’s desire to help (Rescuer) or someone’s sense of injustice (Victim).
  • Deflect Blame: These individuals are masters at shifting responsibility onto others, making themselves appear blameless, or worse, the hero in a crisis they themselves have engineered.

Then there is the subtle art of triangulation—a manoeuvre that manipulates the narrative to suit the interests of those in power. These are the moments when leaders choose not to confront criticisms directly. Instead, they manipulate a team member into acting as the intermediary, conveying messages or demands on their behalf.  The leader, meanwhile, stays in the background, maintaining a carefully crafted image of detachment, while subtly steering the narrative to their advantage.

The executives we consulted were unanimous in their warning: if you find yourself in a workplace dominated by Machiavellian behaviour, don’t stick around. Such environments are the antithesis of a GREAT PLACE TO WORK. They foster mistrust, resentment, and a culture where survival takes precedence over collaboration and innovation.

The takeaway from these conversations is clear. Recognising toxic elements early is not just crucial—it’s essential for maintaining both your personal and professional integrity. In workplaces where success is measured by how effectively one can undermine others, there’s a real danger of absorbing these negative behaviours. Escaping these environments is more than just self-preservation; it’s about committing to the principles of respect, integrity, and authentic leadership that are the foundations of a GREAT PLACE TO WORK culture.

For young professionals, the ability to identify and steer clear of toxic workplaces—especially those characterised by manipulation and drama—is a crucial skill. It’s not just about safeguarding your career and mental health; it’s about thriving in environments that genuinely value growth, collaboration, and respect.

As we continue to develop resources to help young people navigate their careers, these insights will be at the heart of our advice and recommendations, ensuring that the next generation not only survives but thrives in a workplace culture that is truly great.

#WorkplaceCulture #ToxicWorkplaces #DramaTriangle #Machiavellianism #CareerAdvice #Leadership #CorporateCulture #EmployeeWellbeing #ProfessionalDevelopment #YoungProfessionals #WorkplaceSuccess #ThrivingAtWork #IntegrityInLeadership #GREATPLACETOWORK #WorkplaceWisdom