Perspectives
Carriere, B. K. MN, RN; Muise, M. BA, MA; Cummings, G. PhD, RN; Newburn-Cook, C. PhD, RN. Healthcare Succession Planning: An Integrative Review. The Journal of Nursing Administration, 39(12), 548-555.
Carriere, Muise, Cummings, and Newburn-Cook used an integrative review of succession planning in healthcare to identify consistencies in approaches and strategies for succession planning for chief nursing officers and healthcare managers. Articles were then compared with successful business succession planning strategies to determine if the healthcare strategies were similar to those used in business. The purpose of this paper was to provide those chief nursing officers and healthcare managers with the findings and results …show more content…
The authors also conducted on-site interviews with four public health directors, due to the fact that they have staff leadership development responsibilities. They then compared their literature findings and conducted an analysis on the findings. The results of the paper showed that there was no formal succession planning program in place at any of the agencies. There were barriers to having this succession planning in place such as a lack of stable funding, lack of understanding the role of public health by the public, erosion of public health authority, inability to recruit trained personnel, low pay scales and an aging workforce. Although there was no succession plan in place, the findings of the paper showed that leadership development is still possible through proven adult education …show more content…
The first way is by having leadership development courses offered at the health system. This option allows healthcare systems to design and develop courses that would help prepare future leaders for their system. The second and more desired approach, which is used most in business today, is to develop a succession plan that identifies employees who show a leadership quality. This would allow those employees the opportunity to train for a future leadership role within the organization. This allows for a quick and easy transition of leaders. According to Carriere, Muise, Cummings and Greta, the key to succession planning is to have an internal business strategy that helps to identify internal candidates that are available and qualified to take those leadership positions that become available once a vacancy happens in the business. This has been seen in healthcare most recently due to the ongoing nursing shortage. Health systems across the country have had to develop succession plans to help fill the need of nurses who decide to leave the system. A nursing shortage is an important crisis to develop a plan for, all health systems need nurses and they must develop a plan to fill the needs. When a nurse leaves, they take with them the knowledge that they have gained throughout their time at the
Carriere, B. K. MN, RN; Muise, M. BA, MA; Cummings, G. PhD, RN; Newburn-Cook, C. PhD, RN. Healthcare Succession Planning: An Integrative Review. The Journal of Nursing Administration, 39(12), 548-555.
Carriere, Muise, Cummings, and Newburn-Cook used an integrative review of succession planning in healthcare to identify consistencies in approaches and strategies for succession planning for chief nursing officers and healthcare managers. Articles were then compared with successful business succession planning strategies to determine if the healthcare strategies were similar to those used in business. The purpose of this paper was to provide those chief nursing officers and healthcare managers with the findings and results …show more content…
The authors also conducted on-site interviews with four public health directors, due to the fact that they have staff leadership development responsibilities. They then compared their literature findings and conducted an analysis on the findings. The results of the paper showed that there was no formal succession planning program in place at any of the agencies. There were barriers to having this succession planning in place such as a lack of stable funding, lack of understanding the role of public health by the public, erosion of public health authority, inability to recruit trained personnel, low pay scales and an aging workforce. Although there was no succession plan in place, the findings of the paper showed that leadership development is still possible through proven adult education …show more content…
The first way is by having leadership development courses offered at the health system. This option allows healthcare systems to design and develop courses that would help prepare future leaders for their system. The second and more desired approach, which is used most in business today, is to develop a succession plan that identifies employees who show a leadership quality. This would allow those employees the opportunity to train for a future leadership role within the organization. This allows for a quick and easy transition of leaders. According to Carriere, Muise, Cummings and Greta, the key to succession planning is to have an internal business strategy that helps to identify internal candidates that are available and qualified to take those leadership positions that become available once a vacancy happens in the business. This has been seen in healthcare most recently due to the ongoing nursing shortage. Health systems across the country have had to develop succession plans to help fill the need of nurses who decide to leave the system. A nursing shortage is an important crisis to develop a plan for, all health systems need nurses and they must develop a plan to fill the needs. When a nurse leaves, they take with them the knowledge that they have gained throughout their time at the