Building the Leadership Development Pipeline

Nurse Manager Succession Planning: A Concept Analysis

“…Contemporary business and healthcare literature have adopted Rothwell's () original definition and dropped the term succession management , replacing it with succession planning , which is a dynamic process of ensuring future leadership (Bolton & Roy, ; Cadmus, ; Conger & Fulmer, ; McConnell, ; Ponti, ; Redman, ; Shirey, ; Stichler, ). Charan, Drotter, and Noel () proposed that “succession planning is perpetuating the enterprise by filling the pipeline with high‐performing people to assure that every leadership level has an abundance of these performers to draw from, both now and in the future” (p. 167).…”

A model of succession planning for mental health nurse practitioners

“…Shirey (2008) describes a five step succession planning model for clinical nurse specialists. This model identifies the need for senior organizational commitment and vision and the assessment of the talent required based upon the anticipation of organizational strategic goals (Step 1).…”

“…The NP role, therefore, through its nature and scope, responds to the ongoing dual processes of an ageing population and complex nature of health care, and the worldwide workforce shortage of nurses. The average age of a registered nurse in Australia is the late‐40s, with some regional variations pushing this average age to around 52 years – a time which heralds potential retirement (Collins & Collins 2007; Shirey 2008). This is a matter of concern and creates a sense of urgency to recruit new nurses into the existing workforce, as well as enhance the status of the nursing profession in order to retain an existing workforce.…”

Succession Planning for the Future Through an Academic-Practice Partnership

“…11,12 Program participants are usually selected on the basis of their current performance, competencies, and support of the value and culture of the organization. 13 Peer evaluation of emerging leadership potential is less often used but has been recommended by some authors to promote more transparency and legitimacy in the selection process. 14 Some programs have been targeted to staff nurses providing both didactic classes and internship opportunities with experienced nurse managers.…”