Delivering an Executive Search to appoint an educational leader to drive academic excellence, pedagogical innovation, and unified teaching practice
The Brief
Future Leadership™ was engaged by a leading independent co-educational school in Victoria to appoint a Director of Teaching and Learning, a newly redefined executive role created in response to a strategic review of learning and teaching across the College. This appointment was central to the school’s ambition to elevate academic excellence, foster innovation in pedagogy, and unify teaching practices across its multiple campuses.
The Director of Teaching and Learning is positioned as a key member of the executive team, responsible for providing strategic leadership and advice to the Principal, Vice Principal, and School Executive on all matters relating to teaching and learning strategy, pedagogy, student outcomes, and the overall student experience. The role is charged with driving the delivery of the school’s Innovative Learning Opportunities Strategic Goal, ensuring the implementation of contemporary, engaging, and rigorous curriculum and teaching practices throughout the school. The Director is also responsible for the professional growth of teaching staff, overseeing a comprehensive professional learning programme, and engaging in external networks to ensure the school remains at the forefront of educational practice.
The ideal candidate is a visionary leader with deep expertise in curriculum development, staff leadership, and contemporary educational strategy. The role requires a systems thinker capable of aligning diverse stakeholders and driving strategic transformation in a dynamic educational environment. Experience in K–12 settings, executive leadership, and a proven ability to build capacity and foster organisational trust are essential.
The Process
Future Leadership™ undertook a comprehensive search process tailored to the organisation’s needs.
Key steps included:
Briefing and Strategy Development:
An initial briefing was conducted with the Principal and Vice Principal to clarify the strategic priorities and expectations for the newly redefined role. This was followed by in-depth consultations with senior curriculum leaders and campus heads to understand the pedagogical landscape, leadership dynamics, and desired candidate attributes. These discussions informed the development of a nuanced candidate profile and search strategy.
Search Strategy and Candidate Identification
A national search was launched across Australia and New Zealand, targeting high-calibre candidates from both within and beyond the independent schools sector. The search leveraged Fisher Leadership’s proprietary databases, sector networks, and referrals from both the client and consultants. Internal candidates were also considered and assessed against the same rigorous criteria.
Advertising and Market Engagement
A targeted advertising campaign was approved and executed across Seek.com.au, the Fisher Leadership website, and LinkedIn. This ensured visibility among active candidates while the search team simultaneously engaged passive talent through direct outreach and referrals.
Candidate Assessment and Shortlisting
All candidates were evaluated against a comprehensive selection framework, including executive experience, curriculum leadership, and staff development capabilities. A long shortlist was presented to the client, followed by structured interviews and strategic discussions with the Selection Committee.
Final Evaluation and Appointment
Final candidates participated in multiple interview rounds, with the preferred candidate selected based on alignment with the school’s strategic direction, values, and leadership expectations. Referencing and negotiation followed to finalise the appointment.
Capabilities
Strategy and Purpose
Ability to shape and implement whole-school teaching and learning strategy aligned with organisational goals.
Critical Thinking
Demonstrated capacity for deep analysis and broad perspective in educational leadership.
Stakeholder Relations
Skilled in engaging and influencing diverse internal and external stakeholders across campuses.
Culture and Engagement
Proven ability to foster a culture of excellence, collaboration, and continuous improvement.
Systems Thinking
Expertise in navigating complex organisational structures and aligning teams under a unified vision.
The Outcome
The process resulted in the appointment of a seasoned educational leader with executive-level experience in the independent schools sector. The appointee brings extensive leadership experience in education, with a strong background in curriculum development, pedagogical innovation, and organisational change. They have successfully led teams through significant cultural and structural transformation, demonstrating strategic vision and the ability to build trust among staff. Their expertise spans K-12 environments, both in Australia and internationally, and includes driving improvement in teaching and learning, fostering professional growth, and promoting evidence-based practices.
Notable strengths include creative and strategic thinking, capacity building through coaching and mentoring, and a commitment to continuous improvement. The appointee demonstrated they were highly skilled in stakeholder engagement, community partnerships, and the integration of technology and data-informed decision-making. Their qualifications and active involvement in professional networks further support their ability to deliver positive outcomes for students, staff, and the wider school community.
