The announcement last month of a $16.4 million investment in Australia’s for-purpose leaders through the SILA program sends a clear message: the health of our sector depends on the health of its leaders.
It is something we all recognise. The impact and longevity of an organisation are inseparable from the wellbeing, capability, and confidence of the person at the helm. Yet while many boards invest considerable time and resources in finding the right leader, far fewer invest in keeping them well-supported once they are in the role.
At People for Purpose, our work with boards and Chairs often starts with a comprehensive, values-aligned recruitment process. It can take 80 hours or more to identify and appoint a leader who has the capability, character, and cultural fit to lead for impact. But we are clear on one thing: appointment is just the beginning.
The risk of running on empty
As Lisa Bennett reflected recently on Impact Boom, even the most passionate and committed leaders can burn out without space to reflect, recharge, and grow. She speaks candidly about perspective, isolation, and the importance of “zooming out” — creating time away from day-to-day demands to think more broadly about direction and purpose.
Her message is clear: leadership is demanding. Leaders cannot do it well if they are constantly running on empty.
Why this is a governance issue
Sustaining effective leadership is not simply a matter of goodwill — it is a matter of governance. Boards have a responsibility to ask themselves:
- What are we doing to support our leaders to lead well and stay well?
- How are we encouraging them to invest in their own development?
- Have we built in structures and expectations that allow for reflection, peer learning, and renewal?
The SILA program is a world-class, evidence-based initiative that offers one pathway to these outcomes. But Chairs and Boards have a critical role in creating the right conditions for leadership to flourish.
You hired the right leader. Now what?
Once the appointment is made, boards can take deliberate steps to ensure their leaders succeed:
- Prioritise ongoing leadership development as part of organisational strategy, not an optional extra.
- Encourage regular reflection and renewal, building in time for peer learning and perspective.
- Model healthy boundaries, demonstrating that wellbeing is an essential leadership trait.
- Normalise self-care and resilience as strengths that enable long-term impact.
- Walk alongside your leader, maintaining open communication and support beyond the probation period.
Walking alongside our leaders
Leadership is a collective endeavour. It doesn’t end with the signing of a contract or the public announcement of an appointment. If we truly want our leaders to succeed we must walk alongside them, not just when they start, but throughout their journey.
At People for Purpose, we work with boards and Chairs to ensure that leadership is not only found, but nurtured. From recruitment to ongoing governance support, our goal is to help leaders and organisations thrive together for lasting impact.
