Conducting an Executive Search for a collaborative and continuous improvement-oriented individual into the position of Chief Operating Officer to lead a range of functions and services including managing the effective high-performing operations of the organisation along with the response to sector operational imperatives and programs.
The Brief
Following the resignation of former Chief Operating Officer, our client sought to appoint a new COO to work closely with and be responsible to the CEO for the overall operational leadership, continuous improvement and performance of the organisation. A key member of the Executive Team, the COO would work collaboratively with other executives to drive improvement of all services and the overall performance of the hospital. It was envisaged the incoming COO would work ‘behind the desk’ in a more strategic manner, working with the CEO to engage with the organisations partners and coordinate campus, precinct and Health Service partnership initiatives.
During a detailed briefing, Future Leadership identified the ideal candidate for the role should possess at least the following key attributes:
- Extensive executive level operational experience in complex public sector environments
- A clinical background
- Knowledge and understanding of Customer/Patient Flow and Safety
- A logistical and strategic management skillset
- An innovative mindset
- Capability to identify opportunities to work differently
- The ability to influence change without having specific authority over operating Divisions
- Executive Leadership experience in having responsibility for sizable teams under own management.
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
Future Leadership had developed an enduring partnership with the health service over 14 years and was able to bring to the search a strong understanding of the organisation’s strategic imperatives. A specialised team including an experienced researcher and dedicated administration resources was assembled to to support all aspects of the process. Key steps included:
- Briefing and Strategy Development: The lead consultant completed a full briefing with the selection committee to understand the role’s strategic priorities and challenges. At the conclusion of the briefing the attributes of the successful appointee had been defined and the specific nuances of the position identified.
- Targeted Candidate Search: The Future Leadership conducted a targeted search, focussing on high calibre individuals with specific experience gained in public and private health services, hospitals and related organisations.
- Candidate Assessment: Full behavioural interviews were conducted by the Future Leadership team in order to identify a highly qualified shortlist to present to the health service. Candidates were assessed on the basis of their ability to influence change, prior experience directly managing sizeable teams, and their conceptual and analytical skills.
- Final Evaluation: Five highly qualified candidates were shortlisted, with the selection panel interviewing three candidates in the first round. Full 360 degree reference checking was completed for the preferred candidate prior to an offer being made. Future Leadership supported panel interviews and supported the appointment negotiation with the preferred candidate.
This rigorous process ensured the appointment of a candidate capable of providing strong and effective leadership to staff, while enhancing a culture that supports quality patient care, financial responsibility and continuous improvement.
The Outcome
The successful candidate was confirmed on the basis of their operational expertise across a variety of settings. Commencing in May 2022, they brought to this organisation experience in large scale change management, industrial negotiations, work practice reform, cultural change and financial management.
