Conducting an Executive Search for a Chief Executive Officer to strategically build and grow the organisation and its service. Critical position to support the health care needs of rural and remote communities.
The Brief
Future Leadership was engaged by this not-for-profit organisation dedicated to improving the health and wellbeing of rural and remote communities across Victoria. With a workforce of approximately 270 full-time employees and 130 part-time staff and volunteers, the organisation had experienced significant growth over the past decade, launching numerous essential services. In recent times the organisation had faced a number of challenges post-COVID, including workforce shortages, increased sick leave and reliance on donor funding to sustain services. Despite these pressures, the organisation was well-positioned for future growth, particularly in expanding face-to-face primary health services, telehealth, and digital health platforms.
Reporting to the Board of Directors the CEO will provide effective and proactive leadership to the organisation ensuring it delivers on strategic priorities and objectives aimed at breaking down barriers to accessing healthcare, wellbeing support and social connection. The incoming CEO will focus on internal capability development, supporting both staff and donors on the growth journey. Future challenges will include leading a regenerated Executive Leadership team, working with the Board on the development of the new strategic direction and ensuring the organisation brand retains a strong connection to the many services it provides. The incumbent CEO had spent 13 years with the organisation and the Board sought visionary leadership to navigate this pivotal transition and capitalise on emerging opportunities.
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 Future Leadership team, led by Liz Jones, met with the Selection Committee which comprised members of the Board and an independent member. The briefing process was designed to discuss in detail the preferred profile, capabilities, fit, experience of the candidate and the challenges, culture and environment the appointee could expect. Additionally, it was at this stage that capabilities from the Future Leadership Capability Framework were agreed along with the search scope and timeline, including agreement on key milestone dates.
The search phase of the engagement was focussed on high calibre candidates with specific and relevant experience as a CEO gained in health, emergency services, or not for profit organisations. Additionally, prospective candidates from government environments with transferrable skills would be considered. Utilising known referral partners and networks, Future Leadership reached out to potential candidates in addition to managing response from the print and online advertising campaign. There was a high level of interest in the position and the process ensured that candidates were provided with a comprehensive information pack as well as receiving updates on the progress of their applications.
Shortlisted candidates completed psychometric assessments with the results communicated to the Selection Committee via the inclusion of detailed reports aligned to the capabilities chosen, as well as a debrief from the psychologist during the shortlist meeting. Future Leadership managed two rounds of panel interviews, with candidates presenting in the second round on their first 100 days, how they would measure success and what they would prioritise to achieve expected outcomes in the ensuing three years. Full referencing and probit checks were conducted for the preferred candidate.
Emerging Capabilities
Emotional Awareness
Understands own emotions and drivers and how they impact self and others. Manages self in challenging or high stress situations. Adjusts behaviour to respond to difference in others to achieve effective outcomes.
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.
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.
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.
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.
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.
The Outcome
The new CEO was confirmed with the Selection Panel noting the appointees significant experience in developing and delivering on strategic plans and their ability to understand the value of good people management and inspirational vision setting.
The incoming CEO is an experienced healthcare leader and emergency physician in the private and public sector with a broad and diverse set of capabilities, successes, and interests who has a passion for innovative solutions to complex healthcare problems. A strategic thinker with a clear understanding of the complexity, issues and opportunities in the healthcare sector, the appointee brought to the position a diverse and broad set of connections and relationships to enable delivery of innovative plans and projects. Having previously sat on the Board of the organisation the appointee held a deep understanding, respect, and admiration for the organisation. Prior to joining their appointment, they had held executive level clinical positions with major health services in Victoria.
Future Leadership were highly professional and organised and steered me through the rigorous and detailed recruitment process. Having a contact team, who rapidly and clearly respond was reassuring and helpful. The whole process was respectful, professional and sensitive to both me as the candidate and the institution conducting the search
