(May 28, 2020) UC Davis Health partnered with Furst Group to find a Chief Strategy Officer to continue moving the organization forward by advancing its focus on building stronger community partnerships and affiliations. As a leading national academic health system, UC Davis Health is ranked among the Top 10 medical schools in the United States, the Top 30 for medical centers, and the Top 50 for schools of nursing.
Defining success is an integral part of identifying the ideal candidate profile. Beyond the description of the position itself, it is important to develop a deep understanding of the culture and the needs of the organization, while also considering the specific factors and support needed for the executive leader to achieve the desired outcomes.
For UC Davis Health, success was crucially dependent on finding a strategic executive who had the competencies and operational experience to design and execute a new clinical strategy within the distinctive pace and cadence of an academic health system and subsequently drive the evolution of the organization’s culture over time.
Strategy executives are in high demand. These leaders, however, are acutely decisive when considering their next opportunity. Employing an intentional, informed approach to the market allowed potential candidates to match their style to that of the organization in several key categories, including risk tolerance, agility, and propensity to innovate.
The strong partnership between Furst Group and UC Davis Health provided a solid, targeted approach to the competitive Chief Strategy Officer talent market and produced a highly dynamic candidate slate that included leaders with for-profit experience in complex markets and varied experience in all facets of academic institutions, as well as high-potential candidates ready to step-up in their careers.
Within many of our C-level searches, we embed our sister company, NuBrick Partners, from the start to assist with the selection and installation of the new leader. NuBrick’s expertise in leadership development and executive team performance minimizes the potential disruptive impact of transitioning a new leader into an organization. It also accelerates the leader’s immersion and cohesion into the culture and the team, translating into higher success rates and reduced time to results.