Conducting an Executive Search to appoint a Chief Operating Officer to provide Operational leadership to support efficient utilisation. Foster a culture that values excellence in patient care and supports an environment of safety, continuous improvement and professional development.
The Brief
This prestigious health service engaged Future Leadership to appoint a Chief Operating Officer in this newly created position to hold executive accountability for the leadership and management of the acute, sub-acute, residential care and mental health services across organisation. Working closing with the CEO, executive colleagues and senior clinical leaders, the COO would drive and support the delivery of operational performance including high quality care, financial and activity outcomes.
A detailed briefing meeting was held between Future Leadership and our clients Chief Executive Officer and Executive Director People and Corporate Services, where it was identified the successful incumbent would provide operational expertise to ensure efficient utilisation of resources across the health service. The COO would be a values driven leader and provide executive contribution to the organisational strategic direction while driving business development opportunities and creating a culture of teaching, training, research, and continuous improvement. The position would lead a team focussed on the delivery of excellence in patient care and outcomes, developing and implementing actions to support best practice services.
Our clients ideal candidate would demonstrate extensive executive level operational experience in complex public sector environments, including hospitals, with a track record of service delivery and results. ALong with this, they would have knowledge and understanding of customer/patient flow and safety and possess well developed negotiation, networking and conflict resolution skills combined with the capability to identify opportunities to work differently. Presenting with an innovative mindset, the appointee was to be able to demonstrate strong influencing and change management skills, an ability to lead, build and deliver outstanding performance was critical to their success.
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
The briefing process provided the framework for the Future Leadership search strategy, which comprised an in-depth targeted search process supported by an online media campaign.
The Future Leadership team reached out to a range of individuals to ascertain advice and recommendations of potential candidates, who were then encouraged to apply. Following the close of applications a range of candidates completed behavioural interviews with the lead consultant evaluate their background and experience in relation to the requirements of the position, in addition to their fit with the culture of the health service. The search focussed on high calibre potential candidates across Australia and New Zealand, with the consultant team managing and assessing applications from both internal and external applicants.. The team ensured frequent calibration sessions were conducted to ensure candidates were aligned to the organisation.
Key steps in the process 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 the health sector.
- 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.
- Final Evaluation: Three highly qualified candidates were shortlisted, with the selection panel interviewing all 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.
The Outcome
This rigorous process ensured the appointment of a candidate who presented with more than 18 years in clinical, operational and executive roles with demonstrated expertise in leading teams.
The successful incumbent was regarded as a highly engaging and inspirational leader who is able to be directive when required and equally is collaborative, adaptive and strategic along with being a high performer who possesses executive gravitas and has established outstanding relationships through the entire health sector and is regarded as a leading light.
