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4 Absence of a visionary leader within the political domain, someone who is a calculated risk taker The status quo continues and the CMP is not implemented 3 4 M The Change Plan needs to initiate appropriate strategies to target the development and nurturing selected young people who have potential to become leaders The Administrator and Council identify potential individuals and groom them for future leadership positions. Customised training and overseas exposure is required to prepare them Administrator and Ulu o Tokelau Constant and on going 5 New Zealand through the Administrator imposes options that are not fully supported by Tokelau A win- win situation expected as outcomes of the CMP will not be achieved or achieved partially Deliberate undermining and subversion by Tokelau of the options imposed by NZ 4 3 M Tokelau needs to understand the policies of the New Zealand Government and work from within and make best use of available resources Tokelau to assert their beliefs and to convey their feelings honestly to NZ Administrator, MFAT and Tokelau Leaders On going discussion 6 Difficulty in attracting and recruiting professionals to work in Tokelau because of numerous challenges Depending on overseas recruitment is more expensive and not sustainable in the long term 3 3 M Capitalise on other current Regional agreements to get qualified people to work in Tokelau such as the South-South Co-operation among Forum member countries Have memoranda of understanding with some partner agencies in New Zealand or other Pacific countries for the required skills Outsource services Do a road show to try and entice back the qualified Tokelauans residing overseas to serve in Tokelau Tokelau and New Zealand Constant Public Service Structure 1 Leaders of Tokelau and New Zealand are Objectives of the Change Plan for efficient and 5 5 H Invest in preparation citing successful similar cases to ensure Team and Nov 2014 continuous