Conducting an Executive Search for a Director of Community Engagement to drive a contemporary engagement agenda across a significant portfolio including marketing and community engagement.
The Brief
Since 2019 Future Leadership™ has developed an enduring relationship with this leading, metropolitan independent school, appointing a number of key executive positions. Future Leadership was once again engaged to appoint the Director of Community Engagement. Reporting to the Principal, and as a member of the Executive, the Director is responsible for developing the strategic approach to community engagement to support and align with the school’s strategic imperatives.
The Director will provide leadership to Admissions, Marketing, Old Collegians Association, Foundation and Community College. This was a newly created position in response to the need for a strategic and coordinated approach to the functions within the portfolio. With a view to innovate, enhance and drive efficiencies into performance and practice, the Director will ensure synergy, cooperation and understanding between the functions.
A briefing at the commencement of the process identified the successful candidate would be imaginative, highly engaging and have the natural ability to create inspiration, trust and engagement with the school community and key external stakeholders. The Director of Community Engagement is an outward facing position and the ideal candidate will display a strategic and empowering leadership style coupled with the demonstrable capability to tell the story, bring people along on the journey and inspire ongoing involvement within the school community.
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 organisation’s needs. [Explain why this particular process was the best for the client].
Key steps included:
- Briefing and Strategy Development: Engagement with the Principal defined the scope of the search in addition to confirming the key requirements of the role and anticipated future challenges
- Targeted Search and Advertising: The consultant team, led by Liz Jones, leveraged known networks and referral partners to obtain qualified recommendations. Additionally, an online advertising campaign was designed to attract candidates with appropriate transferable skills and team fit from not-for-profit, health and other education related organisations.
- Candidate Assessment: After full behavioural interview with the lead consultant a range of external candidates were presented on the shortlist, in addition to an internal candidate included in the process. Five candidates completed a first-round panel interview with a range of stakeholders from the school
- Final Evaluation: Three candidates participated in a second-round panel interview which included prepared presentations on two topics. 360-degree reference checking was completed for the preferred candidate.
This rigorous process ensured the appointment of a candidate capable of developing authentic relationships with a diverse range of stakeholders to accurately reflect and represent life at the School.
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.
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.
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.
Innovation and Creativity
Demonstrates curiosity through challenging the status quo, expected norms, and workplace paradigms. Contributes new ideas, solutions, and perspectives to current challenges and thinking practices. Creates new products, solutions and opportunities and identifies opportunities for improvements.
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
The appointee was a senior marketing, partnerships and communications professional whose scope of experience within education and not for profit sectors includes customer experience, digital and systems capability enablement, partner programs, new product development and market expansion.
The panel confirmed the successful candidate on the basis of their sophisticated leadership approach, coupled with an entrepreneurial and commercial flair. Presenting with a highly engaging and personable style, they have a natural ability to influence a diverse range of stakeholders, and bring them along the journey and gain buy in. With extensive experience partnering with Boards and the appointee demonstrated a proven ability to manage expectations and contribute to strategies.
