Leadership and Talent Attraction
Leadership
Having established Collective Regional Leadership as an overarching priority in the RES, One NorthEast has continued to work with partners to develop an understanding of the Regional leadership challenge. This has included collaboration with the North East Assembly to define key actions for the future, and work with the public (including Universities), private and third sectors to discuss their role in improving leadership capacity and skills in the region.
One NorthEast has invested in a range of key initiatives to support improved strategic collaboration and leadership, including a CBI Future Leaders Council, NECC Junior Chamber International and related initiatives such as the Entrepreneurs Forum.
We are now in the process of developing a Regional Leadership Strategy, which will set out how a range of interventions by the Agency and our partners will combine in addressing the leadership challenge. The diagram attached below illustrates how a series of interventions may be brought together.
As well as working with indigenous leaders in meeting the leadership challenge, we will seek to attract leaders to the North East through a regional Talent Attraction and Retention Strategy.
Talent Attraction
The RES identifies the Three Pillars as ‘important to attracting talent to the region’. It also recognises high value and growing sectors within which there is a strong chance of delivering on economic growth, jobs, GVA and maximizing greatest investment return for the region as a whole. Achievement of these Agency identified targets is largely predicated on successful talent attraction and retention.
The need to attract and retain talent is spread across a broad range of economic activity including the requirement to create up to 22,000 new businesses by 2016, and the need to keep established enterprise supplied with higher skilled people. Whilst a proportion of this target can be achieved by stimulating enterprise within the existing regional population it is clear from research that our indigenous resources are currently and indeed forecast to be insufficient to meet the region’s economic targets. It follows that we must leverage in-migration to improve regional enterprise levels.
Employers hold the key to creating the conditions that grow, retain and attract talent into the region. But they cannot achieve this in isolation. Agency involvement is needed in order to orchestrate public, private and voluntary sector par
Regional Leadership Strategy Diagram [pdf]
(19 KB)