Executive search for a general manager in local government. Strengthening leadership for community service excellence.
The Brief
The timing of this appointment was interesting. It came at a juncture whereby the appointment of the new CEO of the local council had just been announced but had yet to commence. Thus, when Future Leadership was engaged by the council to recruit the General Manager, Community, it was briefed by the Acting CEO and Executive Lead P&C Projects.
During the briefing, Future Leadership learned the role covered a large, diverse portfolio of approximately 500 staff, including frontline employees. Success would mean oversight of service delivery and establishing and maintaining strong interpersonal relationships with key community groups , CALD and indigenous community leaders and members. It would mean supporting the CEO and other senior executives to do the same. The right person would need to lead the portfolio through a maturity and capability build on risk management, work planning, governance, and understand the mechanics of how to bring this to life.
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 implemented a structured executive search methodology to secure the best candidate:
- Stakeholder consultation and role briefing: Defined success criteria, leadership competencies, and key selection requirements.
- Candidate identification and outreach: Leveraged networks across local government, health, not-for-profit, and community engagement sectors to identify well-qualified executives.
- Competency-based screening: Emphasised cross-sector leadership capabilities, governance experience, and ability to lead service transformation.
- Shortlisting and assessment: Evaluated 30+ expressions of interest and presented a diverse longlist of seven high-calibre candidates.
- Final selection and appointment: Supported the council in appointing a senior public sector leader with deep experience in local government, community engagement, and strategic leadership.
Emerging Capabilities
Culture and Engagement
Engages stakeholders inclusively with sensitivity and regard for diversity and facilitates a psychologically safe environment for social or cultural differences affecting behaviour.
Communication and Influence
Communicates with clarity and impact to facilitate individual and collective understanding, inspire action and enable information exchange. Leverages human-centric communication and storytelling to effectively influence stakeholders across the physical and virtual realms.
Organisational Capability
Anticipates future workplace skills and requirements and builds capability across the organisation. Pro-actively seeks opportunities to develop other people’s talent and career pathways and takes appropriate action to address skill gaps in others.
Critical Thinking
Examines information for assumptions and gaps in logic; reframes problems and presents well-reasoned insights accommodating diverse perspectives. Persistent in asking insightful questions, enabling complex strategic judgements to be made across multiple dimensions.
Personal Growth
Adopts a growth mindset and is motivated to continuously develop one's own knowledge, skills, and personal attributes through continued learning. Recognises when a learned behaviour is no longer useful. Reflects regularly on performance and ways to improve.
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. Able to focus on customer service requirements and acts proactively to raise the customer experience.
Initiative and Drive
Leads self by working independently, setting and attaining personal and work related goals, and demonstrating motivation and responsibility for their own actions. Demonstrates awareness of personal strengths and improvement areas. Effectively relates to others in a professional manner.
The Outcome
The Selection Committee appointed accomplished executive with significant public sector experience.
She was the former GM, City Growth and Development at another local council, offering demonstrated local government experience in other councils. She is now supporting the Council Plan through high quality service delivery and development of strategies that are responsive to the changing needs of the city’s vibrant communities. She brings contemporary, strategic thinking, the ability to work with complexity and a collegiate approach.
