Leader Spotlight #10 - Lynette Apostolou

Lynette Apostolou is an Australian with Lebanese descent and works as a Chief Operating Officer at AJC. She is also a member of the Large Practice Forum at the AIA (NSW Chapter), advocating for equality, integration, and diversity across the profession. Lynette serves as an implementation leader for Champions of Change and has recently achieved ESG badge from the Property Council.

1. Background and Inspiration: Can you share a bit about your background and what inspired you to pursue a career in the property and construction industry?

I love architecture, and always have. I grew up discussing design at the dinner table – from steel fabrication to engineering and high-end homes – with my uncle and dad, who both worked in construction and engineering. This sparked the flame that still burns today.

I worked an internship at MSJ Architects, where Peter Johnson encouraged me to go to university and study architecture. I continued working there throughout my studies and after graduation. I’ve worked in every sector of the industry – drafting, designing, running my own design and construct company – and now, practice management.

I’m interested in understanding the needs of the public and community, and in working with partners to establish affordable housing for people in need. A highlight of my career has been working with Alec Tzannes – a great mentor and leader – who inspired my passion for working with the next generation and with clients who share my values.

2. Leadership and Diversity: How do you integrate your cultural background into your leadership style, or how do you advocate for diversity and inclusion within the industry?

My cultural background is Australian Lebanese. One of my biggest aims is to ensure there is inclusion and diversity within our industry – of cultures and people who bring different voices and experiences. To ensure there is diversity in our practice, we spread our net wide when recruiting and looking for talent, setting an example in the industry.

My ethnicity is one thing, but my gender is another. I’ve worked hard in my career to get where I am – especially during the 90s, when there weren’t many role models for me to follow or look to for guidance. I want people in the future to use me as an example of what to do, to see how I did it, and hopefully not have to work so hard to get to the top.

My leadership style is iterative and collaborative. I strive to explore all ideas presented in a structured way, and get the most out of what people have to say. I would say I have strong listening skills, and I encourage those around me to speak their minds. I want to draw out the ideas of people who aren’t as vocal. I can sense those people in the room and hone in on them for their opinions. Normally, these people are monitoring and not vocalising – which means they have great insight, and their opinions are worth hearing.

3. Advice for Aspiring Professionals: What advice would you give to young professionals from multicultural backgrounds who aspire to leadership roles in the property and construction industry?

I would urge young professionals to use their multiculturalism and diverse range of experiences in how they lead. This is your strength and your point of difference. You have a lot of knowledge to share and valuable insight – not just your culture, but also your gender, language, and everything that makes you unique. Speak up and be heard.

Communicate with people who are going to influence your career. Align yourself with someone who encourages you to speak up and gives you a seat at the table. That alignment itself shows strength and leadership, because you're advocating for yourself and recognising those who advocate for you.

Most importantly, get a mentor. No matter the stage of your career, there’s always something to learn from others.

4. Future Vision: In your opinion, how can the property and construction industry better support multiculturalism?

Be inclusive. Make considered and thought-out decisions with inclusivity at the forefront of your motives. Actively remove bias from any decisions, and influence the culture around you to do the same. When you begin to make this shift, the colour of leadership changes – and will evolve to look very different from what it is today. Lead by example. Be the change, because it only takes one person to start for others to follow.

Be vocal about what you’ve done and how you’ve done it, and show others. Multiculturalism isn’t just about being in Western Sydney – it’s about affordability for those who don’t have generational wealth or land banking for 150 years. That’s a lot to catch up on.

5. Cultural Celebrations: Can you share a significant cultural celebration or festival from your heritage that holds special meaning for you?

Easter is a cherished religious celebration in my culture, offering a pause from the busy start of the year to reconnect with family. We colour eggs – a tradition passed down through generations, from my parents to me, and now to my children and the next generation.