How to start a succession program at your facility
Nurse Leader Weekly, August 9, 2007
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Succession programs have shown their benefits, but you might be wondering the best way to get one started at your facility. Here, June Marshall, RN, MS, CNAA, BC, director of the Center for Nurse Excellence at Medical City Hospital in Dallas, TX, hands out strategies for kicking off your own program.
Q: We don't really have a succession program in place. How do you suggest we get this off the ground?
A: Succession planning is a complex process that requires four major elements from the organization and the nurse leaders:
- Assessment strategies for identifying successors
- Professional development programs that clearly define role expectations, competencies, and developmental milestones
- Leadership development programs that provide role-related education and practical experiences
- Mentors and coaches that can guide nurses on their career paths
Coaching nurses along their career paths in fulfilling their professional goals and dreams is one of the most rewarding experiences for managers. All too often, we often promote expert clinicians into management positions without matching their passions and strengths to the new role. Sound succession planning creates a win-win solution for everyone involved.
Editor's Note: For more expert tips, click here and be connected to HCPro's online resource, www.StrategiesForNurseManagers.com!
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