The Launch of Iconic Executive
It has been an immense privilege launching Iconic Executive as a dedicated Executive & Senior Leadership Search function, part of the formidable Iconic Resourcing this October. I can’t thank the Iconic team and the wider community enough in welcoming me with open arms and keen outlooks.
Not just a week of firsts, but a full month of them across those first four weeks – it has been great challenge but a lot of fun, I can’t wait to tell you all about Q1, but first Q4!
Iconic Talent Talks held its inaugural event where I had the pleasure to meet the Iconic Talent Acquisition Community, one panel member even remarked “…you know Iconic really should have a dedicated Exec Search function…” Nothing like serendipity!
With Talent Talks now building for its Q1 event, The HR Network Awards was on the horizon and hosting a wonderful table of guests with our Director, Lauren Jow, and Associate Director, Emma Pringle, allowed me to spend time with the Iconic People Community. As Lee Turner outlined on the night there are no real losers on the night; the achievement of being nominated for these highly regarded awards is testament itself to the great work HR & People teams across Scotland have executed over 2025. Hugely looking forward to next year’s event and learning all about the transformational HR & People projects affecting real change in the Scottish workplace.
Industry Trends – Strategy not Tactics
At Iconic Executive, we partner across the Scottish SME’s & Scale Up Arenas and with the announcement of The Scale Up 75 Initiative by Insider Media, sponsored by Neal Allen & HNH Partners, Scotland continues to showcase significant talent depth and breadth. Recent award recognition across the Deal Maker awards from Insider Media Scotland, the HR Network Awards and the Scotland Scale Up 75 highlights the strength of leadership in the country. It is a reminder that our executive market is both ambitious and highly capable. Many organisations are already shaping their Senior Leadership strategy for 2026 and the most forward-thinking teams are acting early.
This aligns with another consistent message from the market. Executives are seeking challenge. They want roles where they can influence organisational structure, drive meaningful change and add value across the breadth of the company rather than within a narrow functional remit. Executing Strategy avoiding the Tactics. This ambition is not limited to the most experienced leaders; a late thirties CFO recently asked me when someone is considered “old enough” to become a Non-Executive Director. It is a question that speaks to the evolving expectations of modern leadership. Experience matters, but so does perspective, energy and the desire to contribute beyond the confines of a single role.
Shaping Executive Leadership for 2026: What now, for then?
Over the past several weeks I have held conversations with Founders, C-Suite Executives & Senior Leaders across Scotland. Although each discussion has its own context, a series of common themes are emerging across the Executive landscape. These themes speak not only to the ambitions of today’s leaders but to the future direction of high growth companies and the scale ups that dominate the Scottish economy as they prepare for the next phase of their journey.
One of the most striking patterns is the emotional complexity of life after an exit. Leaders who have stepped out of their businesses often speak of imposter syndrome and uncertainty about what comes next. Relief sits side by side with regret, particularly when stepping back from teams they have built over many years. Yet pride remains constant. They recognise the legacy they have created and the growth still to come. For many, the question is not whether they can do it again but how they want the next chapter to look.
Forward planning is also coming into sharper focus. I recently spoke with a CEO who is mapping their succession plan three and five years ahead. Together with the CPO, they are assessing future competence builds, cultural alignment and leadership capability across their Senior Leadership. Their question is simple – “What needs to be built now to be ready for then?”. They recognise that some capability will need to be brought in rather than built internally, but the clarity of their long-term planning is both refreshing and essential as they prepare for the next revolution of their business.
Taken together, these conversations paint a clear picture. Companies are looking ahead with greater intent; leaders are reassessing their purpose and Scotland’s executive talent continues to gain recognition on a national stage. For organisations preparing their senior leadership team for 2026, the opportunity is significant. That opportunity will favour those who act early, think strategically and understand the type of leadership their future business will require.
If you are exploring your next step as an executive or planning the evolution of your C Suite and Directorship cohort, I would be pleased to have a confidential discussion.
Executive Search Consultant – Adam Stahler – adam.stahler@iconicresourcing.com