Expert Advice
Landing an Executive Role in Brisbane: Tips for Candidates
Brisbane is rapidly establishing itself as a key player in Australia’s executive recruitment market. With its dynamic industries, including technology,
December 6, 2024
OnTalent was proud to sponsor the IPAA Emerging Leaders Breakfast at Brisbane City Hall on 28 May 2025. Our own Deborah Wilson works closely with the Emerging Leaders, delivering development workshops that support individual growth and capability within the public sector. In the video below, Deborah leads a conversation with several Emerging Leaders, capturing their insights about working with Gen Z and the recent trends impacting the public sector.
Technological innovation and data security
“We’ll see significant technological progress, particularly in how data is used and protected. Many organisations are shifting from purely public AI tools to more secure, in-house solutions tailored for departments and agencies.”
Connected workplaces and hybrid interactions
“Our work environments will become more integrated, both digitally and face-to-face. The way we connect is evolving, and so is the expectation around accessibility and collaboration.”
Human centred leadership and people first culture
“There’s a clear move toward leadership that prioritises wellbeing, inclusion, and genuine connection. People want to work in environments that see them as more than just a number.”
Reskilling and future readiness
“We’re working in organisations that change rapidly. Skills that were once relevant are no longer current, so continuous upskilling and adaptability are essential.”
Workplaces that foster growth and individuality
“Young professionals want to be part of organisations that are progressive and support personal development. They’re seeking environments that recognise individual contributions, not just outputs.”
Diversity and tailored support
“Organisations need to embrace diversity across age, background, and experience. That also means providing relevant support, like improved parental leave and reducing day-to-day barriers so people can do their best work.”
Culture and modern leadership
“Culture is foundational. If creativity and curiosity aren’t encouraged, and if bureaucracy exists purely for tradition’s sake, we risk disengaging the very people who want to help lead positive change.”
Trust, autonomy, and flexibility
“Set clear goals, then give people the freedom to decide how to meet them. Flexibility, especially where and how people work, is critical for attracting and retaining young talent.”
Mentoring beyond boundaries
“Mentoring shouldn’t stop at the department level. Cross agency or cross team mentoring and peer support networks can help young professionals feel seen and supported.”
Genuine listening and alignment
“Listening to what matters to the next generation and aligning with their career aspirations will shape a stronger, future ready workforce.”
Investment in people and storytelling
“Great leaders back people early, even before they’ve proven themselves. They tell stories that link strategy to impact, helping teams connect to purpose.”
Purpose and clarity
“When leaders clearly articulate how their work contributes to broader outcomes, it brings people along the journey. Curiosity, compassion, and integrity matter.”
Transparency and accountability
“Trust builds when leaders are open, even within constraints. Acknowledging setbacks and taking responsibility shows real strength.”
Self-awareness and emotional intelligence
“Being able to pause, assess a moment, and respond thoughtfully is powerful. It sets the tone for how others engage.”
Leading with purpose, not title
“My goal isn’t tied to a position. It’s about leading with purpose, creating meaningful outcomes, and ensuring people feel valued and connected.”
Youth empowerment
“I’d love to support youth development, helping young people find pathways that genuinely work for them and give them the confidence to thrive.”
Driving change through collaboration
“I want to be part of the spaces where complex problems are solved, building a better system and creating opportunities for new leaders to emerge.”
Impact through authenticity
“I’ve found real meaning in doing things differently and making practical, positive change. That’s what drives me.”
Where people are, not where desks are
“My ideal office is where the team is, diverse, inclusive, and full of collaboration. It should reflect energy and connection.”
Flexibility over formality
“I don’t want a fixed office. I’d rather work in shared spaces where spontaneous conversations and collaboration happen naturally.”
Design for accessibility and creativity
“Workplaces should offer flexibility and choice. If the work can be done anywhere, people should have that freedom.”
With decision-makers and doers
“I’d love to be part of the conversations that shape change, but it’s equally important to learn from those closest to the challenges. Both voices matter.”
Complex problem-solving environments
“I thrive in spaces where tough challenges are tackled. Working across fields and levels to find solutions is where I’m at my best.”
Inclusive policy making
“The ideal table would bring together executives and those with lived experience. Diverse perspectives lead to more grounded and effective decisions.”
At the heart of government strategy
“I’d be fascinated to sit at the Cabinet Budget Review Committee. Seeing how investment decisions are made would be incredibly valuable.”
OnTalent is a proud partner of IPAA Queensland – the professional association for public servants across Queensland and anyone interested or engaged in public purpose work. Their mission is to promote thought-leadership and build a connected public sector.
Brisbane is rapidly establishing itself as a key player in Australia’s executive recruitment market. With its dynamic industries, including technology,
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