The FRDC's new R&D Plan signals a change of direction, building on systems thinking, and acknowledges a need to find new and better ways to make progress, including building on design-thinking to ensure that the right problems are solved, the right way. There is opportunity, as this is done, to leverage off shifting occupational norms associated with the continuing COVID-19 pandemic by experimenting with new, less expensive, more inclusive and democratic ways of thinking and working together that might endure into the future.

The FRDC’s new R&D Plan signals an intent to co-invest and collaborate more actively in order to deliver impact, and this will be particularly important in early years to overcome revenue limitations associated with COVID impacts.

The 2020-25 R&D Plan also describes an intention to develop and implement a new performance measurement framework to coordinate the monitoring of organisational progress against the five R&D Plan outcomes, as well as corporate performance. The aim is for the framework to be adaptive and updateable as new information becomes available, and as benchmarks for best practice change.

To assist in planning and investing in a complex and adaptive system it is proposed to scope and implement new process for collating and generating insights from intelligence, that will provide continuous feedback on external conditions, technology changes and external factors likely to be relevant in the future.

This proposal seeks to enable building of the foundations for implementing the FRDC's 2020-25 R&D Plan, scoping and implementing the new intelligence system, delivery of consultation to guide implementation of the plan, and enabling finalisation and implementation of the new performance management framework.

From our industry consultation, FULLER understands that the Fisheries R&D Corporation coordinates a range of leadership courses each year that are designed to enhance the capabilities of mainly younger people.

Some of these courses include a basic media training component, however this is not delivered in a targeted or strategic manner, and there is no additional strategic communications follow-up training.

Any industry requires strong leadership in order to create positive change and to sustain itself in the face of competing environmental, commercial and political pressures.

FULLER believes that outstanding verbal, written and visual communication is critical to the successful leadership and management of any organization, and that the foundation of good communication is an agreed plan.

From our experience media training is more successful if trainees are told “what” to communicate, before they are taught “how” to communicate.

Therefore, while the tender brief calls for a short term solution – media training of industry leaders – it is our recommendation that this People Development Program should start with the development of a strategic communication plan.

This consultative process will help the industry better understand its key communication challenges and opportunities, the messaging it needs to communicate, and the key stakeholders it needs to engage. It will also suggest a wider range of communication tactics than just media – a necessity in this rapidly changing communication landscape (eg web, social media, video, SMS).

On completion of the plan, the subsequent training delivery will be able to introduce these current and future leaders to the big issues facing the industry, the consistent messaging that needs to be employed as well as contemporary public relations tools, including media engagement.

This will create a new breed of professional, proactive seafood leaders who will have a positive and lasting impact on the industry.

The ICES working group will be meeting in the southern hemisphere and this is a perfect opportunity for Australian based industry members and researchers to be exposed to the working group on fishing gear as well as acoustics to exchange ideas.