Find exceptional leaders to drive future team success
Identify the contemporary leaders and outstanding executives whose experience, values and aspirations qualify them to lead teams that are dedicated to making a positive social impact, now and into the future.
From board members to senior executives, clinical and academic leaders, rely on Fisher Leadership to connect you with exceptional candidates from a diverse global talent pool - from those not yet actively looking for a new position, to those who are, confidentially, ready for their next move.
Talent Pools and Networks – our executive search process draws on a unique pool of exceptional candidates. We consider sector-specific alongside other exceptionally qualified prospects and potential step-up candidates, as agreed. We assess each in terms capabilities, technical competencies, personal strengths and cultural attributes to determine her or his suitability to transition into the newly appointed position.
Diversity – we are widely recognised for our commitment to helping clients diversify their leadership through wider consideration of gender, ethnicity and disability. Notably we guarantee gender diversity in every shortlist presented.
Global Reach – we operate from offices in Melbourne, Sydney and Auckland with executive search partners in Belgium, Brazil, Canada, Chile, China, Denmark, Finland, France, Hong Kong, Italy, Germany, Netherlands, New Zealand, Norway, Poland, Russia, Spain, Sweden, Switzerland, Turkey, United States of America and United Kingdom.
International Accreditation – Fisher Leadership is a proud member of the Association of Executive Search and Leadership Consultants (AESC), which sets the professional standards for retained executive search consulting firms worldwide.
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0appointments since 2002
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0%senior women appointed since 2002
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0%candidate retention beyond 12 months since 2002
Fisher Leadership Success Model
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1Define Aspirational leadership opportunity
Internally research, refine, and reshape role definitions to leverage organisational strengths and points of difference. Agree on a future-focused role specification and positive proposition for promoting your employment brand as part of a tailored search strategy.
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2Attract Positive leadership potential
Tap into our broad, deep and diverse networks of high calibre, local and global candidates and contacts. Leverage our trusted relationships, up-to-the-minute databases, and advanced digital search and advertising techniques. Secure genuine candidate interest and motivation by positively presenting your opportunity to internal and external prospects in ways that encourage and support win-win outcomes.
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3Assess Future success capability
Apply evidence-based assessments of leadership values, integrity and strengths, and use contemporary interview techniques to assess capabilities, technical skills, experience and potential for the future. Submit shortlist recommendation for selection.
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4Select Facilitate positive engagements
Facilitate positive candidate experiences by preparing selection panel members and HR liaison teams to manage candidate exchanges in ways that eliminate unconscious bias and ensure an appreciative enquiry approach to interviews and meetings to create a lasting, positive impression, whether or not candidates are appointed to the role.
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5Integrate Enable team cohesion
Welcome your new appointee and ensure mutual success through a best practice integration program that complements your own internal induction process to help them navigate internal networks and gain insights into team dynamics. Support your new appointee through internal sponsorship and external leadership coaching / mentoring if required.
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6Develop Build positive leadership skills
Develop agreed key performance indicators and measures. Invest in professional development programs and calibrate progress with your appointee and their direct supervisor. Support review and development of the leadership team through 360 degree appraisal and assessment, and ongoing contemporary practices in leadership development.
