The Leadership Failure No One Talks About Leadership failure rarely starts with performance. It starts before that, in the gap between appointment and alignment. And no one’s paying enough attention to it. Executive onboarding is one of the most overlooked drivers of leadership success or failure. It’s often treated as a handover, a checklist, or a few courtesy meetings. In reality, it’s a high-risk period where pressure is high, context is low, and impact is expected fast. This Isn’t an HR Task, it’s a Leadership Priority Many organisations still see onboarding as an operational process. IT access. Welcome emails. A 90-day plan. But for senior leaders, especially external hires, onboarding is not about orientation. It’s about establishing influence. This is when new executives start: Building trust and credibility Navigating organisational politics Decoding the culture beneath the surface Shaping perceptions that will follow them for years And the window is narrow. Miss it, and even the strongest leaders may never fully recover. Why Good Leaders Struggle? The reality is: Expectations are high but rarely explicit Stakeholders are watching but not always supportive Leaders are expected to drive change before they’ve built trust Women or diverse leaders face even more scrutiny Without the right onboarding strategy, even the best hires operate in a vacuum, disconnected, misaligned, and vulnerable to early reputational damage. A Smarter Approach to Executive Transitions  This is where leading organisations are shifting their focus. They’re not just appointing leaders, they’re enabling them. At KTalent, we work with Boards, CEOs, and Heads of People to support onboarding as a strategic leadership transition, not a checklist. Our role is to help organisations reduce risk and accelerate performance by designing the right conditions for a new leader to land well and lead early. Our LEAP (Leadership & Executive Adjustment Program) is embedded in organisational psychology and includes: Contextual onboarding plans tailored to the business landscape Stakeholder alignment to clarify expectations and priorities Coaching that supports trust-building, influence, and momentum Tools to help new leaders navigate culture, decision-making, and internal dynamics Leadership onboarding insights This isn’t onboarding-as-usual. It’s leadership enablement. Because leadership doesn’t start at appointment. It starts with alignment.

Traditional Leadership Transitions Are Failing, But Some Organisations Are Changing the Game. Here’s How

Leadership today is less about capability and more about context. This post explores why modern leadership transitions are high-stakes—and how we can better support new executives from day one. #ModernLeadership #ExecutiveTransitions #OrganisationalPsychology #HRLeadership

We have been delighted to work with the Australian Society for Medical Research (ASMR) to appoint Dr Shane Huntington OAM as their inaugural CEO. Congratulations Shane!

Appointment to the Executive General Manager, Clinical at VCGS

Executive Contracting, is it a good career move?

Have you ever watched a sports team where the coach just seems... out of sync with the team? It's not that they're not skilled or knowledgeable. It's just that something isn't clicking. That is what we call "Leadership fit". Hiring and retaining top leadership talent remains a challenge for many organisations. So, what is this Leadership Fit, and why is it the secret sauce for retaining top leadership talent? Understanding Leadership Fit It refers to the compatibility between the leaders and the organisations they work for. It's the harmonious symphony that happens when a leader's values, career goals, and behaviours are in tune with the organisation's culture, objectives, and ethos as well as with the team they engage with. When this alignment is off, even the brightest leaders can flicker and fade. But when it's on point, it's like magic. The leader thrives, their teams are engaged, and the organisation soars. A classic example is Sarah, a CFO who moved from a manufacturing firm to a fast-paced start-up. Despite her impeccable credentials, Sarah felt out of place due to a mismatch in organisational culture and personal values. While Sarah had the right skillset and transferrable competencies, the environment and its culture didn't align with her expectations of with her team, colleagues and leadership as well as her way of operating. This lack of alignment is not based on skillset but rather on organisational values, structure and culture. Sarah had accomplished wonders in a large environement where there was strong process and structure as well as people decidated to support with all the different aspect of a business. She had great vision and leadership in that context. Moving forward to her new appointment as the CFO in a start-up, while she struggled to adapt to an environment that didn't have the resources and processes to operate at the level she used to. Such cases highlight the importance of Leadership Fit beyond just professional qualifications. A recent survey conducted by the Organisational Behavior Institute found that businesses with a high Person-Organisation Fit among their leaders experienced a 45% increase in retention compared to those that didn't prioritise it. Practical Steps for Organisations to address Leadership-Fit Organisation and leadership assessment : Identify the organisation unique attributes and challenges as well as the type of leadership that thrives in that environment. Role assessment: Crafting a position description that highlight the skills required as well as the challenges it will face. Recruitment campaign: Designing a campaign that target the right leaders and balance your communication between the benefits of the role as well as its challenges Holistic onboarding: Designing an onboarding experience that immerses new leaders in the company culture and connects them with cultural ambassadors. Executive Coaching: Supporting your new leaders in navigating their new environment through executive coaching. Programs such as LeaderShift executive coaching have been designed specifically to support new leaders during their transition period, a period that is a highly stressful and uncertain period for new leaders. Feedback loop : Encouraging open dialogue about values and objectives ensures alignment. Regular workshops and training sessions can also help reinforce the organisation's values. Exit Interviews: Conduct exit interviews to understand the factors contributing to leaders' satisfaction and dissatisfaction. Flexibility and Well-Being: Offer flexible work arrangements and well-being initiatives that reflect the organisation's commitment to work-life integration. The Bottom Line Hiring and retaining leadership talent is not just about competitive salaries and fancy titles. It's about the less tangible, but incredibly powerful, sense of fit between the leaders and the organisation. When leaders feel like they're in the right place, they're not just employees—they're advocates, innovators, and the kind of leaders who create legacies. If you need further support, feel free to contact KTalent to learn how we use organisational psychology best practices to address leadership fit. Visit https://www.ktalent.com.au/ to learn more.

Sinth Jegaskanda is appointed Head of Intellectual Property at the Murdoch Children Research Institute

In today's fast-paced business environment, the process of finding strong leaders has become more complex and vital than ever. In this article we cover the evolving trends in leadership recruitment, offering insights for organisations striving to stay ahead in the competitive landscape. The Rise of Soft Skills Gone are the days when technical prowess alone defined a great leader. Now, emotional intelligence, adaptability, and effective communication are at the forefront. A leader with high emotional intelligence can better understand team dynamics, resolve conflicts, and motivate employees. Adaptability in leaders is crucial in an ever-changing business world, allowing them to pivot strategies smoothly. Effective communication is no longer just about conveying messages; it's about inspiring, engaging teams and bringing clarity and direction to a diverse group of people. A study by CareerBuilder found that 71% of employers value emotional intelligence in an employee over IQ, as it often translates to better teamwork and more effective problem-solving. Technology's Influence on Leadership Development Future leadership will be significantly shaped by technology. AI and digital tools will enhance decision-making and streamline talent development, but they won't replace the need for human qualities like empathy and ethical judgment. The key for future leaders lies in blending tech insights with these essential human traits, preparing them to navigate a more digital world effectively. Diversity and Inclusion Diversity in leadership is no longer just a moral imperative but a business one. Diverse leadership teams bring varied perspectives, leading to more innovative solutions. Inclusion in recruitment means looking beyond traditional talent pools and embracing candidates from various cultural, educational, and professional backgrounds. This approach enriches organisational culture and drives better business outcomes. A McKinsey report found that companies with ethnic and cultural diversity on executive teams had 36% more profitability than those without. Remote Leadership Traditionally leaders and key management roles visited the office to foster collaboration and make key decisions to lead a team effectively. But, with the rise of remote work, today’s work scenario demands leaders who can effectively manage distributed teams across time zones and continents. This required leaders to be proficient in digital communication tools to foster team cohesion and maintain productivity despite being physically distanced. Leaders now need to be adept at building trust and engagement in a virtual environment. According to Buffer's 2020 State of Remote Work report, 98% of remote workers want to continue to work remotely (at least some of the time) for the rest of their careers, highlighting the importance of skilled remote leadership.