The appointment of Warwick Sharp as CEO of GLF Schools

In conversation with Ian Wilson (Chair of Trustees) and Warwick Sharp (CEO) on a values-led appointment process for GLF Schools delivered in partnership with Anderson Quigley.

CEO succession is one of the most consequential decisions a multi-academy trust will make. For GLF Schools – comprising 43 schools – the appointment of a new CEO came at a moment when the Board wanted to move forward carefully and confidently.

With so many schools and communities to serve, GLF Schools approached CEO succession as a pivotal trust decision, one that would influence culture, confidence and outcomes over the long term.

Paul Horgan spoke with Ian Wilson, Chair of Trustees, and Warwick Sharp, the newly appointed CEO, about what GLF needed, how the process was designed, and what made the difference.

What did GLF need from its next CEO, and why did the process matter so much?

Ian Wilson: The Trust had gone through a difficult period, so it was vital that this appointment did more than ‘fill a vacancy’. We needed strategic leadership and credibility, but also the right leadership style, someone who could help GLF move forward carefully and confidently. As a Board, we were very focused on values. It was particularly important to us to engage a firm which thoroughly appreciated the sensitivities involved, and how to help us choose someone with the necessary moral and ethical principles.

Why did you choose Anderson Quigley, and how did you shape the brief?

Ian Wilson: We wanted a partner who understood the context and the sensitivities, and who could help us run a process that was both thorough and well-governed. We worked together to translate our priorities into a clear brief and a process built for pace as well as diligence – mapping stakeholders, agreeing how we would test ‘fit’ (values, judgement and leadership approach), and setting timelines and touchpoints early. Throughout, we were kept fully informed as the search moved from longlist to shortlist to final decision.

What did ‘a strong shortlist’ look like for GLF?

Ian Wilson: We received a very broad list in line with the brief. That mattered because it gave us genuine choice and perspective, while staying anchored to the role as it really is at GLF. The outreach and evaluation were thorough, and the focus on capability and values alignment was consistent throughout.

How did the assessment days work, and what did they help you see?

Warwick Sharp (CEO): The assessment days were thorough and rigorous, but they were also a really positive experience. I valued the chance to meet colleagues across the Trust and, crucially, a panel of children and young people was the best bit, seeing who you were there to support.

Ian Wilson: From the Board’s perspective, Anderson Quigley was extremely helpful during the assessment, providing insights that supported robust discussion and decision-making.

What convinced you Warwick was the right appointment for GLF?

Ian Wilson: Warwick conveyed his passion for education making a difference to children’s lives, alongside extraordinarily strong strategic leadership. Given where we were as a Trust, we also valued his leadership approach that was consultative and clear‑sighted – able to bring people with him while providing direction and momentum.

What are the immediate priorities as you step into the role?

Warwick Sharp: My priority is to listen and build trust through visibility. I’m aiming to visit all 43 schools by the summer holidays, because what makes an academy trust special is its people. Over the first 12 months, I want to work closely with the Board to reset strategy and increase GLF’s visibility through stronger collaboration with other partners.

How did the process feel from the candidate and board perspective?

Warwick Sharp: It was very positive. Helpful and professional throughout, and the process felt smooth, efficient, and thorough.

Ian Wilson: From the trustee side, we were kept fully informed at each stage; questions were answered promptly, and the team provided practical suggestions grounded in prior CEO appointments.

Looking back, is there anything you would you refine next time?

Ian Wilson: We’d strengthen stakeholder input even further. Questionnaires and a meeting at the leadership conference were valuable, but we would start that engagement earlier and involve more leaders, so the Trust continues to build participation, clarity and shared ownership around senior appointments.

What were the key elements that made the process work?

Ian Wilson: For us, the process worked because it combined rigour with the right level of care and communication:

• Values-led brief setting: early conversations focused on context, sensitivities and the moral and ethical expectations for GLF’s next CEO.
• Market mapping and disciplined search: outreach and evaluation produced a “very broad list… in line with the brief”.
• Rigorous assessment days: structured to be “thorough and rigorous”, with opportunities for candidates to meet colleagues and hear directly from children and young people.
• Decision support: Anderson Quigley provided insights that supported trustee discussion throughout the assessment.
• Clear communications: trustees were kept fully informed at each stage, with prompt responses and practical suggestions.

What does success look like for GLF over the next year?

Warwick Sharp: Success will be a Trust that feels aligned and confident, where people can see the direction, feel listened to, and understand how we work together across 43 schools.

Ian Wilson: We want to see momentum. A reset strategy shaped with the Board, and increased visibility for GLF through stronger collaboration with other partners, underpinned by leadership that reflects the moral and ethical principles we were so focused on in the appointment.

Interim Management Benefits for Academy Trusts | AQ

We were proud to support GLF with this placement, and we are delighted it was a huge success and a great case study for us as their partners. If you’d like to discuss how we could support you with your leadership challenges and appointments within your school, academy or multi-academy trust, please reach out to hayley.mintern@andersonquigley.com or paul.horgan@andersonquigley.com.