The Exhausted Mumma
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Digital creator
Lauren Greay
Strategy · Growth · Impact
✨ Mining pro | MBA student
🤍 Career, motherhood & mindset
📩 DM for collabs & consulting
Back in June, I did something that’s been on my “one day I’ll be brave enough” list for a long time: I delivered a career presentation to the Year 9 cohort at Mundaring Christian College.
I’ll be honest — public speaking has never come naturally to me. The idea of standing in front of a room full of teenagers, trying to make my career journey sound interesting (and useful!) to 14-year-olds, had me nervous for weeks beforehand.
But I did it anyway. And it turned out to be one of the most rewarding things I’ve done this year.
Watching a room of Year 9s go from polite silence to genuine questions was a great reminder that growth almost always lives on the other side of “this makes me nervous.” If I can leave them with even one idea that shapes how they think about their future, it was worth every bit of the nerves.
Grateful to Mundaring Christian College for the opportunity, and to the students for being far more engaged than I expected.
If you’ve ever put off something because it scared you — consider this your nudge to do it anyway.
01/08/2026
👀 Things I’ve noticed, watching organisations from the outside:
The ones that call it a “personality clash” are usually the ones avoiding a harder truth. What looks like two people who don’t get along is often a pattern — and patterns aren’t personality. They’re culture.
Silence never reads as neutral. When leadership doesn’t address exclusion or bullying, everyone watching understands exactly what that means. It’s not staying out of it. It’s a decision.
Organisations that protect “high performers” or long-standing members at the expense of everyone else aren’t being loyal. They’re sending a message to every good person still there about what’s actually tolerated.
Participation and commitment aren’t won with better recruiting. They’re built — or quietly eroded — by culture, one decision at a time.
The organisations that get this right aren’t the ones without problems. They’re the ones willing to name the real problem, even when it’s uncomfortable.
👇 What have you noticed in organisations you’ve been part of? I’d love to hear it.
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