Executive summary
The agrifood sector in New Zealand faces challenges in developing leadership among midcareer professionals, particularly those aged 30-50 who often find themselves in a “missing middle,” with initiatives aimed at early career, and insights sought from current leaders.
This study examines how leadership development opportunities can be strengthened, using the question: How can leadership development opportunities be enhanced to support Aotearoa New Zealand food and fibre professionals in the growth phase of their careers?
The objectives were to assess current development initiatives, analyse challenges, and offer strategic recommendations to better support mid-career professionals. This work is critical, as a robust, inclusive leadership pipeline ensures the sector’s adaptability and sustainability, preparing it for future challenges and innovation.
The research combined a literature review with qualitative data from a digital survey and indepth interviews involving a diverse set of sector professionals. Themes were analysed to develop comprehensive recommendations.
Key findings
Leadership gaps: Opportunities are fragmented, often inaccessible, and lack inclusivity. Without dedicated development for mid-career professionals, the sector risks a stagnated leadership pipeline, where experienced individuals lack the growth opportunities needed to step into higher leadership roles effectively.
Compounding barriers: Time, financial constraints, personal circumstances, and cultural biases hinder access to leadership development. If these barriers are not addressed, there will be ongoing inequities in leadership accessibility, potentially exacerbating talent shortages and reducing sector-wide innovation as diverse perspectives are left untapped.
Cultural shift: There is a need to redefine leadership, emphasising diversity, cross-sector collaboration, and continuous learning. Embracing more inclusive and diverse leadership approaches will improve organisational adaptability and attract a wider talent pool, fostering a more resilient and innovative food and fibre sector capable of responding to future challenges.
Recommendations
- For current leaders: champion inclusion of diverse perspectives, ensuring equitable access to opportunities and roles that leverage lived experience.
- For existing initiatives: Explore opportunities to include diverse perspectives, including the use of technology to enhance equitable access.
- For individuals: articulate your values, drivers, and “why”, and use these to identify where you can add value and feel valued.
- For myself: Investigate implementing a digitally based pan-sector mentoring programme, and investigate multimedia, multichannel storytelling of diverse leaders
Nā tō rourou, nā taku rourou, ka ora ai te iwi.
With your food basket, and my food basket, the people will thrive.
Jordi Hoult
