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.
For a long time, the leader who never stopped was held up as the model. First in, last out, always reachable. That model is running out of road.
I work with leaders across disability, community services and the not-for-profit sector, and the pattern is familiar. Good people take on a big role because they care. They give it everything. For a while it works. Then the quality of their decisions starts to slip, their patience gets shorter, and the people around them start to copy the hours instead of the purpose. Nobody planned it. It just happened one late night at a time.
The organisations that will last are the ones that see this clearly. Wellbeing is not separate from performance. It is one of the things that drives it.
There is a quiet belief in a lot of leadership teams that rest is something you earn once the work is done. The work in our sector is never done. There is always another participant, another audit, another funding round. If rest waits for the finish line, it never comes.
Ambition and rest are not on opposite sides. Rest is what makes ambition sustainable. A leader who is properly rested thinks further ahead, reads people better and makes fewer decisions they have to undo later. That is not softness. That is a performance strategy.
Most leaders are taught to manage their calendar. Fewer are taught to manage their energy, and energy is the thing that actually runs out.
A day of back-to-back meetings can look efficient on paper and leave you with nothing for the one conversation that mattered. Intentional energy management means asking a different question of your week:
You cannot think strategically in the gaps between crises. Strategy needs room: time to step back, look at the pattern and ask whether the organisation is heading where you meant it to go.
When leaders are exhausted, strategy quietly turns into reaction. Every week becomes about getting through the week. The organisation still moves, but it moves where the pressure pushes it, not where its purpose points. Building space into your role is not a luxury. It is how you keep steering.
This is the part that takes courage. Your team watches what you do far more closely than what you say. If you send emails at midnight, people learn that midnight is part of the job, whatever the wellbeing policy says.
Modelling a healthier way of leading means making it visible. Take your leave and actually switch off. Say out loud when you are stepping away to think. Finish on time some days and let people see it. These small signals give your team permission to do the same, and permission from the top is worth more than any program.
None of this needs a big change program. It starts with a few honest decisions:
The future of leadership belongs to people who can keep going for the long haul, and who build organisations where others can too. Burnout was never a badge of commitment. It was a cost we stopped counting. The leaders who start counting it now will be the ones still standing, and still clear-headed, in ten years.
Want a hand putting this into practice? Let’s talk it through.
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