In a 2019 review of FRDC’s investment in people development, it was noted that significant variability exists across the industry in terms of leadership capability and capacity with most of FRDC investment focused on mid to higher levels of leadership (Lovett). While this past review is comprehensive, it is now 5 years old and pre-dates the ‘black swan’ event of COVID-19 that saw widespread disruptions to the economy, supply chains, and workforce, and has had consequences for leadership capacity and capability needs.

This project will review the current leadership development ecosystem, mapping relevant leadership programs, and identify potential opportunities for a diverse range of industry participants who will benefit from developing leadership capability and skills. Furthermore, acknowledging that leadership capability is not necessarily tied to formal positions of leadership, this project aims to identify different entry points for individual leadership development to ensure accessibility of opportunities. Any potential gaps in accessibility and potential new pathways will be identified. It is imperative that a lack of knowledge of learning and training opportunities to develop non-technical skills or low confidence levels to engage due to unclear entry pathways is not a barrier to any willing participant seeking to enhance their strengths and pursue an interest in making greater contributions that align with industry leadership capacity needs.

Our project combines a review of modern leadership definitions, theories, frameworks and practices, and through stakeholder engagement seeks to identify how these meet the context specific leadership challenges for the wild catch and aquaculture industries. Qualitative and quantitative research will be used to map and evaluate the current leadership development ecosystem for the wild catch and aquaculture sectors, identifying current pathways, recruitment processes, target outcomes, and the value and variety of alumni. Gaps in leadership capacity and capability will be identified and areas for potential changes investigated. Recommendations for improving return on investment in the existing leadership ecosystem will be made, including continuing development or improved integration of post program leaders into the industry. The current project has been designed to provide the breadth and depth of information that leads to practical implications for further industry engagement in leadership capacity and capability development.

Should the FRDC be happy to provide sponsorship at a 'gold' level, as requested, the following benefits will be offered:
- FRDC invited to sponsor a specific competition prize/award.
- FRDC logo to be included in the competition coordinator's signature block in all competition email correspondence.
- FRDC logo to be included in all official 2024 competition publications (eg, competition instructions/guidelines resource, event invitations, event programs, certificates, etc).
- FRDC logo/banner displayed at promotional events including on stage at the Awards Day & Ag Science Expo (13 August 2024).
- FRDC representative(s) Invited to attend and present awards during the Awards Day & Ag Science Expo.
- FRDC acknowledged verbally during the welcome address at the Awards Day & Ag Science Expo.
- FRDC representative invited to give a 5-10min speech at the Awards Day & Ag Science Expo.
- FRDC invited to set up a trade display at the Awards Day & Ag Science Expo.
- FRDC's website linked to the DAF competition website.
- FRDC acknowledged in all DAF competition media releases. The competition attracts widespread media coverage throughout the year.
- FRDC's social media handles included in competition social media posts.
- FRDC promotional materials can be distributed to students and guests at the Awards Day & Ag Science Expo and/or in prize packs mailed to schools.
The 'Sponsorship Proposal' document outlines all details of the sponsorship opportunity and alternative arrangements may be discussed.