I’m Traidy Bugeja-Naidoo. I partner with organisations across the disability and community services sectors, plus not-for-profit and social impact, from a founder who built and ran a registered NDIS provider.
A registered NDIS provider. Built it, ran it, and lost sleep over it. I’m not advising from a textbook.
Most consultants speak compliance. Most advocates speak community. Few translate between both.
His ability to weave lived experience with practical tools made the conversation both moving and actionable. He created a space where everyone, from frontline workers to sector leaders, felt seen and inspired.
Chosen Family has set a new benchmark in this space. Their LGBTIQA+ training is grounded in lived experience and delivered with a high level of professional insight. This training is not just important, it’s essential.
Traidy is a powerhouse: poetic, affirming, and deeply grounded in lived experience. He doesn’t perform impact, he embodies it. I couldn’t recommend him more highly.
If you’re looking for a speaker who brings soul, strategy, and substance, Traidy is the voice you want. He doesn’t just talk change. He activates it.
Nothing can prepare you for hearing Traidy speak. He is a lyrical, eloquent, engaging, and powerful presenter. Speaking with love, compassion, and deep knowledge of what he shares.
Whether Traidy is sharing personal, lived experiences, or offering practical ideas and tips, he has a unique ability to connect, inspire and motivate people.
Traidy’s strength lies in his ability to weave personal storytelling with advocacy, always underpinned by themes of liberation, belonging, and inclusive care. He speaks with authenticity, humility, and clarity, resonating with audiences from all walks of life.
Traidy is wonderful and always brings with him an energy and a realness that really engages you in the topic at hand. By the end of it I felt empowered, challenged, and ready to slay.
Ten advisory services across governance, operations, leadership and inclusion. Engage one, several, or weave them into a programme. Every engagement begins with a complimentary consultation.
Board governance, NDIS and regulatory compliance, risk and policy, from a registered-provider founder and ISO 9001 Lead Auditor.
Provider strategy, registration, intake design, growth and operational support, from someone who built one.
Fractional executive leadership, board and growth strategy, without the cost of a full-time hire.
Lived-experience-led inclusion frameworks, staff training and policy review that shift culture from surface to core.
What would change if you had one trusted, experienced operator beside you, just one day a week?
In Australia in 2026 a senior executive, a COO, BDM or General Manager, costs $210,000 to $290,000 once superannuation, leave, recruitment and onboarding are counted. Most growing organisations can’t justify that yet. Most growing organisations need exactly that.
Engage me by the day or by the project. No superannuation. No sick leave. No recruitment cost. No 12-week onboarding curve. No hardware. No payroll tax. Most clients save $80,000 to $120,000 a year against an equivalent full-time hire, and get more relevant experience in the bargain.
I founded Chosen Family. I’ve recruited support workers, run intakes, sat through audits, redesigned policies, navigated complaints, made payroll, and lost sleep over participant outcomes. When I sit alongside you, we’re not theorising. We’re working from shared ground.
Boards don’t see operations. Staff can’t be the audience for doubt. Family is tired of hearing about work. I can be the audience. I’m legally trained, professionally bound, and I will never repeat what you tell me.
Book me as your fractional Business Development Manager for one or two days when you’re entering a new market, scoping a partnership, or running a campaign. Seven hours of senior strategic energy, focused entirely on your organisation.
I work with mission-led organisations that carry real responsibility to the people they serve, and real scrutiny from the systems around them.
Registration and the new pathway, audit readiness, intake and growth, from a founder who built and ran one. Sole traders through to multi-site organisations.
Governance, sustainable growth and board support that protect the mission while the funding environment shifts underneath it.
Fractional leadership, governance uplift and strategic planning at the top table, plus confidential advisory for the person carrying it.
Mid-sized NDIS providers, training organisations, government and council inclusion teams, and community-sector founders navigating audit, growth, inclusion, workforce, or reform pressure.
Sydney-based, servicing nationally. Approximately 70% of engagements run remotely. On-site work is available nationally, with travel billed at cost.
It means designing from the participant’s experience back to the policy, instead of from the regulator forward to the participant. Every intake form, audit and training is treated as a touchpoint with a real human life.
Yes. Raise it on the discovery call and we’ll find a structure that works for your organisation.
A capped portion of hours each quarter is available for community-led, queer, CALD or First Nations organisations at sliding-scale or pro bono rates.
Yes. Certificates are available on request.
Book a complimentary 30-minute discovery call. We’ll talk about what you’re carrying. I’ll tell you whether I can help, whether someone else would be better suited, or whether you don’t need anyone at all. No pitch. No pressure. Just a conversation.
Based in Sydney. Servicing nationally.
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Consult Traidy acknowledges the Traditional Custodians of the lands on which we live and work, and pays respect to Elders past, present and emerging. We are a queer-led, CALD-led practice. We work inclusively with disabled, queer, CALD and First Nations communities.
Consult Traidy provides general expertise only. Nothing on this website constitutes specific legal or clinical advice.
Your culture is not on the wall. It is what happens on a Tuesday afternoon when something goes wrong and nobody important is watching.
Most organisations I work with have a strong set of values. Respect. Integrity. Person-centred. Inclusion. They are on the website, in the induction pack and sometimes painted in the hallway. And yet when I talk to the team, the culture they describe often sounds nothing like the words on the wall.
That gap is not a branding problem. It is a behaviour problem, and behaviour is something leaders can change.
Staff are very good at reading an organisation. They do not learn the culture from the values statement. They learn it from what happens again and again.
They notice who gets listened to in meetings. They notice whether a mistake leads to learning or to blame. They notice whether the manager who talks about wellbeing also rings people on their day off. One slogan cannot outweigh a hundred small moments that say something different. The pattern always wins.
If you want to see your real culture, look at the ordinary moments, not the big ones:
These moments are where staff decide whether the values are real. They are also where participants and families feel the difference, because a team that feels respected tends to show respect.
Culture flows from the top, not because leaders announce it, but because people copy what leaders do. If the leadership team is consistent, the culture becomes consistent. If leaders say one thing and do another, the team learns that the words are optional.
This is why culture work that only involves frontline staff rarely sticks. You can run a brilliant workshop for the team, but if their manager behaves differently the next morning, the workshop loses. Leaders have to go first, and they have to keep going.
A value only becomes real when people can see what it looks like in practice. "Respect" means very little on its own. "We return every phone call within one business day" or "we ask participants how they want to be addressed" means something. You can see it, and you can tell when it is missing.
A useful exercise is to take each of your values and ask three questions:
The answers turn a word on a wall into a behaviour you can train, model and check.
Culture is not built in a single big moment. It is built through consistency, day after day. One good team day does not change a culture. A leader who behaves the same way under pressure as they do when things are calm, week after week, does.
That is good news, because it means culture is not a mystery. It is a set of behaviours, repeated until they become normal. Start with the leadership team. Pick the one or two moments that matter most. Agree what good looks like. Then do it, visibly and consistently, until your team stops noticing because it is simply how things are done here.
That is when your culture and your values finally say the same thing.
Want a hand putting this into practice? Let’s talk it through.
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