Effective succession planning in nursing: a review of the literature

Abstract

Succession planning should incorporate the identification, recruitment, retention, development, coaching and mentoring of potential nurse leaders as early as high school. Communication, cooperation and coordination between academia and practice that complements the academic preparation of new nurses is essential.

Nurses’ perspectives on how operational leaders influence function-focused care for hospitalised older people

“…An equally important consequence of the drive for efficiency is that it disengages leaders from practice. Engaged leaders are required at all levels of the health‐care system, particularly at the point of care (Griffith ). Our finding that nurses view leaders as disengaged and want more engaged leaders, particularly managers, corroborates other research (Rouse ).…”

“…An equally important consequence of the drive for efficiency is that it disengages leaders from practice. Engaged leaders are required at all levels of the health-care system, particularly at the point of care (Griffith 2012 2009). In prior studies, engaged leaders were extolled by nurses for promoting positive collaborations, human relations and work environments (Anonson et al 2014).…”

Nurse manager succession planning: synthesis of the evidence

“…To help minimise barriers, further empirical evidence demonstrating financial feasibility and effectiveness is essential (Griffith ). Decision makers must be equipped with sound data to adopt practices that will positively affect the work environment, patient outcomes and organisational viability.…”

Factors that lead Generation Y nurses to consider or reject nurse leader roles

“…As nurse leaders commit to address the challenges of an aging workforce and imminent leadership vacancies (Griffith, 2012;Sherman, Dyess, Hannah, & Prestia, 2013;Stanley, 2010;Thompson, 2008), there is an urgency to operationalize efforts to increase the pipeline of prospective leadership candidates. Learning how to effectively recruit, motivate and retain Generation Y nurse leaders will be critical to the future of nursing.…”