Conducting an Executive Search for a Chief Executive Officer to promote excellence through education, training and professional development
The Brief
Future Leadership™ was engaged by this leading health, membership organisation to conduct and Australian and New Zealand search to appoint a new CEO. With the organisation performing well, it was an exciting time for a new CEO to implement the new strategic plan whilst also continuing with the global growth and value add of the organisation.
Ideally, the appointee would bring an understanding of medical, health, education and or membership-based organisations. Demonstrating a positive and collaborative leadership approach, the incoming CEO will have to come up to speed with the complexities of the academic and scientific committee structure. The CEO plays a crucial role in overseeing risk and governance management, ensuring sustainable practices, and providing strategic advice to the President, Board, and College Regional Committees.
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 consultant team, led by Liz Jones, Managing Partner, undertook a comprehensive briefing with the Board, obtaining critical information on the background to the organisation, current operating position and future strategic plans. The briefing outlined what success would look like in the next five years, including improved membership value, review of processes, growth in membership numbers, and recognition of the organisation as a provider of post graduate education. The Board was clear that the ideal candidate would be diplomatic and have the capability to mediate in complex and diverse stakeholder forums, bring strong financial skills and commercial acumen, and foster a collaborative culture with a structurally complex organisation.
Future Leadership™ undertook a robust search process focussed on high calibre candidates across Australia and Aotearoa New Zealand currently operating in CEO and COO roles in health organisations, education institutions, Not-for-profit, peak bodies and membership-based organisations. The team were able to leverage knowledge and recommendations from trusted individuals in our referral partner network. The search was supported by online advertising campaign emanating from the Future Leadership website and LinkedIn.
The search was underpinned by the Future Leadership Capability Framework, with six capabilities chosen by the selection committee. The short list of five candidates all completed psychometric assessments prior to being presented to the Selection Committee, with the outcomes presented in a report along with the consultant’s feedback from behavioural based interviews. An organisational psychologist from Future Leadership’s Advisory business attended the shortlist meeting to provide insights into each candidate’s relative strengths and potential areas to explore further. Two rounds of panel interviews were conducted, with the candidates participating in the second round delivering a presentation on what they saw as the risks facing the organisation in the short and long term. They were provided a copy of the strategic plan and asked to comment on whether they felt it addressed the issues.
Emerging Capabilities
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.
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.
Governance & Complilance
Establishes, champions and measures the effectiveness of an organisation’s regulatory and reporting systems. Identifies and evaluates risks, develops strategies to mitigate risk.
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.
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
Following full reference checking, a successful appointment was confirmed with the appointee bringing over 20 years’ experience working across the health sector, combined with strength in shaping strategy, innovation and delivering continuous improvement. Having spent the last 15 years in leadership roles, the appointee additionally brought sector knowledge and pre-existing relationships with government bodies, professional organisations and other key stakeholders in order to influence policy. The Selection Committee were convinced that the new CEO was an authentic leader who was able to create a safe and engaged culture through investing in teams.
The successful candidate commenced in early March 2025 and was motivated by the dedication of the organisation to excellence in education and industry standards. They were keen to contribute to the continued success of the organisation through bringing deep industry connections, stakeholder engagement and advocacy skills, and a strong approach to governance and operational management.
