Executive Search

Appointing a newly created position of Executive Director of Education

Date Posted:16 January 2025
Consultant:Deborah Komesaroff

Completing an executive search to appoint a collaborative and hands on executive to lead the development of educational frameworks that support and improve the organisations place as the leader in medical leadership education.

RACMA case study

The Brief

Future Leadership Executive Search partnered with the Board of this specialty medical college  in 2017 to appoint a new CEO. Once the new CEO settled in to the role, they instigated an organisational restructure and created the role of Director of Education. This would be a strategic role leading the development of an educational framework to support and improve the organisation’s place as the leader in medical leadership education. 

The Director of Education would be responsible for the Fellowship Trainee program, Continuing Professional Development programs, programs that lead to admission as an Associate fellow of RACMA and the annual scientific conference. While the education programs were underway, the Director would be required to set up assessment and evaluation frameworks and ensure their rigour and continual improvement. They needed to have a sound understanding of the theory and methods of education and learning, demonstrated experience directing and shaping curriculum and teaching processes coupled with the ability to establish and support implementation of programmatic assessment. Exceptional writing skills and stakeholder engagement skills were also a requirement.

9.19.1

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.

10,000+10,000+

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.

50.5%50.5%

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.

98%98%

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’s Consultant team facilitated a comprehensive briefing with the CEO. Based on the direction they provided, Future Leadership approached seasoned educationalists from similar Specialty Medical College’s and medical services across Australia and New Zealand, as well prospective candidates in equivalent roles within National Hospitals and Health Services across Australia and New Zealand.

The team also undertook extensive consultation and reached out to trusted sources for insights and suggestions. In considering candidates, Future Leadership assesses technical skills as well as soft skills. The Selection Panel interviewed three candidates in Round 1. The panel interviews were hosted in the Boardroom of Future Leadership.

Emerging Capabilities

01.

Strategy and Purpose

Develops and leads strategy for the function/organisation, taking a broad and long-term perspective. Understands and considers context. Communicates and gains buy-in to the function/organisation goals, direction and vision, promoting change initiatives.

02.

Adaptability and Resilience

Demonstrates positivity, curiosity, and the ability to pivot when confronted with change, pressure, adversity and disruption. Responsive to strategic environmental, social and corporate challenges and opportunities.

03.

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.

04.

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.

05.

Stakeholder Relations

Establishes rapport with stakeholders, builds and sustains trusted and collaborative relationships. Identifies and draws on relevant and diverse perspectives and integrates them to support productive interactions.

06.

Critical Thinking

Gathers and examines different data points, testing for assumptions and gaps in logic; reframes problems and presents well-reasoned insights considering diverse perspectives. Analyses, interprets and objectively evaluates information enabling judgements.

The Outcome

The successful candidate was identified at the conclusion of the process and commenced in May 2019. A allied health practitioner by background, the appointee brings experience as a clinical practitioner, a lecturer and an educationalist in the tertiary and specialty medical college sectors.  Immediately prior to joining the organisation they spent over four years with the another speciality medical college where they ended up as Deputy Director, Education and Training. Before this the appointee spent 12 years with RMIT University as a Senior Lecturer/Lecturer where they managed a redesign of the specialist undergraduate program and accreditation of the program with the relevant association.

As at January 2025 the appointee remains with the organisation and has become Executive Director, Education, Training & Development.

 

Consultant

Deborah Komesaroff

Partner, Executive Search View Profile
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