Delivering an Executive Search to Appoint a Visionary CEO for a Public Health Network in South Australia.
The process resulted in the appointment of a strategic leader with 28+ years’ experience across health and human services
The Brief
Future Leadership™ has developed a strong partnership with this large health service over a number of years. In 2022 Liz Jones led the search to appoint the Chief Executive Officer, with the organisation indicating extremely high levels of satisfaction with the process. With the incumbent advising of their intention to leave the position in late 2024, Future Leadership was once again engaged to conduct the search for this critical position.
Reporting to the Board Chair, the CEO would be responsible for leading the delivery of the Strategic Plan 2023–2027, shaped by national and local drivers. The role required a leader who could foster a collegiate and accountable culture, prioritise patient-centred care, and navigate significant infrastructure projects and evolving models of health care delivery.
The Board sought a future-focused, innovative and visionary executive to continue the organisation’s progress, including embedding strategic reforms and cultivating a just, empowering culture. Key challenges included managing infrastructure spend, operationalising strategic plans, and continuing to build government confidence.
Candidate net Promote Score
Future Leadership combines truly personalised relationships with innovative technology solutions to ensure an approachable and efficient process for all our Net Promoter Score across clients, successful candidates and unsuccessful candidates is well above industry standard.
Candidates supported every year
We maintain genuine relationships with past candidates and continue to support them with leadership solutions long term, after they land their role.
Senior Women Appointed since 2002
Over half of the executive search assignments undertaken by our team have resulted in the appointment of outstanding female or LGBTQI+ leaders to high profile roles.
Candidate Retention Rate for 12 months since 2002
Our thorough briefing process and ability to engage passive candidates mean that we go to great lengths to find the right person for the role – long term!
The Process
In completing the search, Future Leadership allocated an experienced team comprising a Managing Partner and Partner from the Health practice. Dedicated project management and administration support was provided to both the consultants and key stakeholders at the health service. Key steps included:
- Briefing and Strategy Development: A comprehensive briefing with the Chair and Chief People Officer idented that the health service sought to appoint a strategic and collaborative senior executive, ensuring the continued delivery of a comprehensive and sustainable health service, enhancing the well-being of individuals, families and communities. During the briefing six capabilities were selected from the Future Leadership Capability Framework (FLCF). Those capabilities deemed most relevant to the core requirements for success were chosen.
- Targeted Candidate Search: The search process focussed on high calibre candidates, with proven and specific experience gained in large public health services or private health services with public exposure across Australia and New Zealand. The Future Leadership Team leveraged well established referral partner networks to obtain recommendations of qualified individuals. Additionally, known candidates were approached to ascertain their interest in the position. The search process was supported by an online advertising campaign.
- Candidate Assessment: Candidate applications were assessed against the identified selection criteria prior to participating in a first round behavioural interview with a Future Leadership consultant. Interview questions were not only focussed on prior experience and motivation, but also to assess alignment to the selected capabilities from the FLCF. Shortlisted candidates were invited to completed a psychometric assessment to provide additional information for the selection panel.
- Final Evaluation: Future Leadership presented a targeted shortlist of candidates, with submitted reports including a written report on the outcomes of the psychometric assessments. A Future Leadership organisational psychologist participated in the shortlist meeting, providing the selection panel with a comprehensive debrief on the assessment results. Two rounds of panel interviews were conducted, with the final two candidates presenting to the selection panel on creating a culture of excellence and participating in a meeting with Clinical Directors.
Emerging Capabilities
Commercial Acumen
Provides a deep understanding of relevant industry, marketplace and business drivers as applicable to the organisation. Leverages the application of commercial tools and frameworks to manage opportunities, conflicts and trade-offs.
Culture and Engagement
Fosters a positive culture, creating a sense of belonging and inclusiveness. Creates an environment that encourages diverse perspectives and facilitates a psychologically safe environment.
Sustainability, Ethics and Integrity
Prioritises the environment in making decisions and leading others. Operates with integrity and aligns self to a high standard of social, cultural and professional standards of conduct. Adheres to moral and ethical principles. Draws on values to inform behaviour.
Communication and Influence
Articulates messages with clarity and impact to build understanding, inspire action, persuade others and enable information exchange. Considers the audience and draws on different styles to create impact.
Innovation and Creativity
Demonstrates curiosity through challenging the status quo, expected norms, and workplace paradigms. Contributes new ideas, solutions, and perspectives to current challenges and thinking practices. Creates new products, solutions and opportunities and identifies opportunities for improvements.
Systems Thinking
Views situations in their entirety, understanding all the parts at play. Identifies the interconnected factors and how they influence each other, impacting the whole system. Takes a strategic perspective.
The Outcome
The process resulted in the appointment of a strategic executive with over 28 years of experience across hospitals, community health, aged care, disability services, and human services. The appointee demonstrated a strong ability to lead collaboratively, operationalise strategic plans, and bring innovative thinking to the future of health care.
One of the fundamental elements during the search process was to identify a strong leader who could positively lead and manage the organisation with a clear understanding of what the future of health care looks like, coupled with the ability to operationalise current plans and bring new ideas and skills to the table. Feedback from the selection panel confirmed confidence in the appointment, noting the high calibre of the candidate pool and the alignment of the chosen candidate with health service’s strategic direction
