Conducting an Executive Search to appoint two Board Directors to a skills based Board. Targeting strong governance and commercial experts to support this not for profit education provider.
The Brief
Future Leadership™ was engaged by this not-for-profit provider of early years education services to appoint commercially astute governance and commercial experts to its skills-based Board. The organisation sought to augment the existing Board skills set with additional commercial acumen and innovative thinking. In addition to building on skills across finance, strategy, government advocacy and education, the new Board Directors will play a pivotal role in shaping the future of the organisation.
The briefing with the Chair and additional Non-Executive Director identified a preference for the incoming Directors to bring strong strategic and commercial ability to enable fellow Directors and the broader stakeholder community to readily envision the future. Contemporary in thinking and in behaviour, they will be critical system thinkers who welcome diverse opinions and are prepared to continually challenge themselves and others. In undertaking the search the organisation aimed to ensure that the Board were continuously moving towards a director group that reflect the community they work within.
The search commenced with a view to fill two vacancies immediately, with the potential for additional members to be identified and join the Board in the ensuing six months as required. The Director positions are voluntary positions and not remunerated.
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™ undertook a comprehensive search process tailored to the needs of the organisation. The search strategy was developed to target individuals and organisations with specific and relevant Board experience gained in the education sector.
Key components of the search included:
- Briefing and Strategy Development: Engaged with the current Board Chair and additional Non-Executive Directors to understand the strategic priorities and challenges of the organisation. During the briefing the key skills and capabilities that the Board wished to target were clearly identified and documented.
- Targeted Candidate Search: The search process included targeted search utilising existing and extensive referral partner networks. On online advertising campaign was conducted, including engagement with the Australian Institute of Company Directors membership and Women on Boards.
- Candidate Assessment: The lead consultant assessed the developing talent pools, working closely with preferred candidates through a dialogue and decision-making process. Following calibration of candidate’s suitability against the criteria, they participated in a behavioural interview with the lead consultant with a view to develop a long list suitable candidates.
- Final Evaluation: The Future Leadership team provided the organisation a shortlist report that outlined potential candidates that brought a finance and/or education focus to the Board. Separate panel interviews were conducted for the finance and education candidates in order to support clear assessment of the potential Board appointees.
At the conclusion of the interview process full referencing was completed for the preferred candidates.
Top capabilities Identified for the appointments
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.
Commercial Acumen
Provides a deep understanding of relevant industry, marketplace and business drivers as applicable to the organisation. Leverages the application of commercial tools and frameworks to manage opportunities, conflicts and trade-offs.
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.
Organisational Capability
Understands the organisation's future requirements and identifies opportunities to build potential across the organisation. Seeks opportunities to develop other people and takes appropriate action to address skill gaps in others.
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.
Systems Thinking
Views situations in their entirety, understanding all the parts at play. Identifies the interconnected factors and how they influence each other, impacting the whole system. Takes a strategic perspectives
The Outcome
At the commencement of the process the organisation sought to appoint a minimum of two new Board Directors. From the available candidate pool presented the result was that three appointments were made. The two appointees complemented the existing Board composition, bringing with them:
- Extensive experience in governance, risk and finance
- Strategic thinking and guidance to influence cultural development and advance organisational maturity
- Ability to build collaborative relationships
- Background in navigating complex legislative landscapes
- Authentic and approachable engagement to support leadership growth
