Succession Planning Essay

1763 Words 8 Pages
In a fast changing and highly competitive world, such as health care, the requirement for effective leadership within organizations is arguably the most critical aspect to running a successful business. Health care organizations with the most inspirational and effective leaders are often those which also lead the way when it comes to delivering high performance cultures, brilliant customer service and great places to work (Sweeney, 2013). When it comes to appointing the most senior people, getting it right can clearly have significant advantages. At the same time, as recent history has shown, getting it wrong can have disastrous consequences. Leadership change within any organization can greatly influence succession planning within an organization …show more content…
Succession planning will be valuable in replenishing the ranks within the organization. Having a high potential candidate in the area of leadership creates a sense of security and ensures organizational sustainability. Succession engrains organizational values in the minds of novice while promoting work engagement. In the area of leadership, engrained values taught with the succession program allows future leaders to lead in such a way that promotes organizational values. Those values are then transferred throughout the organizations each time an individual goes through mentorship. A successful organization will view mentorship as a key aspect to developing and retaining a deep bench of strong leaders (NCHL, 2010). Regardless of unforeseen circumstances the succession program will result in numerous candidates have the relevant experience, skills and competencies upon taking over outgoing leader’s role (Cotton, 2010). The benefit of implementing succession programs frequently will ensure a large talent pool of highly qualified individuals. This talent pool will ensure that new leadership will be afforded a seamless transition of leadership (Northcutt, Clark, Corinha, & Ashworth, …show more content…
The role of peer coaches professionally is to include sponsorship for promotions, coaching, protecting from adverse situations, providing challenging assignments, and increasing visibility and exposure (Kram, 1985). The grooming of candidates help facilitate knowledge transfer by relaying the unwritten rules of the organization, accepted norms, values and best practice within the health care industry (Mills & Mullins, 2008). The psychosocial development as described by Kram (1985) promotes the professional self, counseling, friendship, and role modeling within mentorship. The psychosocial function of mentorship is just as important to the candidate as the career growth. Mentorship gives futures leaders great balance in perspective as to what is expected both career wise and

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