As the calendar turns towards 2026, one question looms large: how will you ensure your next leadership team and your next leadership hire drives strategy, culture, and growth rather than simply filling a gap? With complexity, transformation, and succession pressures mounting, relying on whoever happens to be looking to join your team is no longer enough.
The most successful organisations are entering the new year with a deliberate, forward-focused approach: connecting with the right candidates, defining what tomorrow’s leadership requires, and recognising that hiring the next leader demands a comprehensive process. The following key areas highlight how to approach executive hiring with clarity and confidence as you plan for the year ahead.
Drawing from the hundreds of conversations we’ve had with clients this year, one theme is clear: expectations for effective leadership continue to evolve across every function. Regardless of discipline or organisational size, the leaders rising to the top share a consistent set of attributes. The capabilities most frequently prioritised include:
Addressing global food security through sustainable practices continues to surface critical leadership challenges across the food and agriculture value chain. In 2026, leaders face a convergence of forces: rapid AI and automation adoption, rising sustainability expectations, tightening talent pipelines, and a more complex risk landscape. Expectations around purpose, wellbeing, inclusion, and flexible working are also evolving faster than many organisations can adapt. Technology, capital, and policy are necessary but not sufficient — the true differentiator is leadership: who occupies key roles, how prepared they are, and whether culture and talent practices enable agility and resilience.
The following moving targets and their implications highlight where senior leaders must focus to build resilient organisations capable of delivering on both performance and purpose:
