Drive strategic and operational excellence across clinical services and lead positive transformation and impact within a large, complex hospital site
The Brief
Future Leadership™ was engaged by a leading health organisation that provides acute, sub-acute, primary and community‐based health services, to the Australian Capital Territory (ACT) and surrounding regions. The hospital operates as a major trauma and tertiary referral centre, delivering acute, sub‑acute and specialist services to a rapidly growing population across the ACT and surrounding regions. The appointment occurred during a period of significant organisational change, including executive transition, structural reform and evolving service delivery models across multiple hospital campuses.
The health service sought to appoint a General Manager following the retirement of the previous incumbent. The role required a senior executive with demonstrated capability to lead large‑scale clinical operations, ensure safe and patient‑centred care, and drive operational and cultural cohesion across diverse clinical and corporate teams. Critical to success was the ability to operate effectively within a complex public sector environment, balancing financial stewardship, workforce sustainability, clinical governance and stakeholder expectations. The appointment came at a pivotal time with the organisation having recently undergone significant transformation.
Future Leadership™ was selected to deliver a confidential, national executive search, bringing deep sector expertise, a structured assessment methodology and access to a broad network of senior health executives across public, private and for‑purpose healthcare systems.
Candidate Net Promoter 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!
Future Leadership had a strong understanding of the organisation based on work completed over several years prior to commencing this search.
Key steps included:
- Briefing and Strategy Development
The dedicated consultant team conducted a detailed briefing with the CEO and senior stakeholders to clarify expectations, organisational challenges, and the attributes of the ideal candidate. - Search Focus and Candidate Identification
A search strategy across Australia and New Zealand was implemented, targeting high-calibre candidates with specific and relevant experience gained in public health in a hospital or health service of relevant size with considerable complexity. The search leveraged trusted networks, known candidates and proprietary databases to develop a strong initial candidate pool. The search was supported by online advertising through platforms including Seek, LinkedIn and the Future Leadership website. - Internal Candidate Management
A critical element for the health service was the management of any internal candidates who expressed interest in the role. Internal applicants were treated with sensitivity, ensuring transparency and fairness throughout the process. - Candidate Assessment
Shortlisted candidates underwent rigorous evaluation, including behavioural based interviews, psychometric assessments using Hogan Personality Inventory (HPI) and Hogan Development Survey tools, along with 360-degree reference checks. - Final Evaluation and Selection
Future Leadership coordinated and facilitated all panel interviews with the selection committee, ensuring the process aligned with organisational values and strategic objectives.
Future Leadership provided ongoing support with candidate management, scheduling, documentation and stakeholder engagement.
Future Leadership Capability Framework
Adaptability and Resilience
Demonstrating positivity, curiosity, resilience and the ability to pivot when confronted with change, pressure, adversity and disruption. Anticipates and enhances organisation’s capacity to respond quickly to strategic environmental, social and corporate challenges and opportunities.
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.
Systems Thinking
Systematically breaks down siloes across the operating environment and connects stakeholders to harness convergent ideas. Understands the leverage points of systems change and demonstrates the ability to think beyond known systems.
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.
Emotional Awareness
Demonstrates commitment, sensitivity and responsiveness to the emotional needs of different cultures and people. Gathers and reviews the preferences of stakeholders to understand their feelings towards the organisation. Guides and mediates the alignment of the organisation’s culture and values with the external operating environment, society and stakeholders.
Technology Literacy
Adopts a digital mindset whereby technology becomes second nature as an enabler of human nature. Actively builds awareness of technology innovation and mitigates risk of bias, harm, or exclusion. Leverages technology innately to drive innovation, performance, productivity, and efficiency.
The Outcome
The appointee is an accomplished healthcare executive with over 18 years’ leadership experience across public, private and not-for-profit health sectors, including leadership of large multi-site public health services across multiple jurisdictions including New Zealand, NSW and QLD. This breadth of experience has given them a deep understanding of diverse governance models, complex funding environments and the operational challenges of delivering high-quality care at scale. Their career highlights include leading multidisciplinary teams through major service redesign, integrating tertiary and regional facilities and managing substantial budgets under both government and mix funding streams.
With deep expertise in strategic and operational planning, the appointee has delivered measurable improvements in patient outcomes, workforce engagement and financial sustainability through disciplined performance management and collaborative leadership. They are recognised for building inclusive, values‑led cultures and for their ability to unify clinical and non‑clinical teams around shared purpose and accountability.
The appointment strengthened executive leadership capacity at the hospital, supporting the organisation’s objectives to deliver safe, efficient and person‑centred care while navigating ongoing reform and growth across the health system.
