Achieving Succession Planning and Implementation: One Healthcare Network's Story

Capuano, Terry; Mackenzie, Richard S.

doi:10.1016/j.hcmf.2013.06.003

Cited by 9 publications

(3 citation statements)

References 17 publications

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“…Adult learning needs to be integrated into both the new change, as well as the overall design and operationalization of the leadership COP. Leadership development literature suggests that 70% of leadership development needs to occur through experience21 and active participation 22. Therefore, knowledge translation tool utilization will be foundational to the successful adoption of a leadership COP in an organization.…”

Section: Leadership Community Of Practice Implementation Using Adkarmentioning

confidence: 99%

The Development of Leadership Communities of Practice

DePodesta

2024

Nursing Administration Quarterly

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This paper introduces the concept of leadership communities of practice (COP) as a strategy to enhance succession planning and leadership development within the Canadian healthcare context. Drawing upon Prosci’s ADKAR methodology as a foundational change management framework, this paper explores the adaptation of COP, originally developed by Lave and Wenger in 1991, to foster collaborative learning. While COP have a long history in business and education sectors, their formal integration into healthcare, specifically leadership development is relatively recent. This paper highlights the necessity of a robust change management approach to effectively introduce COP as a mechanism to enhance leadership development in healthcare settings, highlighting their potential to facilitate knowledge exchange and support social learning among healthcare leaders.

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Section: Leadership Community Of Practice Implementation Using Adkarmentioning

confidence: 99%

The Development of Leadership Communities of Practice

DePodesta

2024

Nursing Administration Quarterly

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“…Effective succession planning practices for leadership roles incorporate a continuum of recruiting, education, exposure to leadership opportunities, mentoring, and coaching. Succession planning is more complex than simply selecting a successor, 23 rather it is a strategy that has been around since the post‐war era in which organizational structure was stable and employees can be educated and remain in a ready state to step into leadership roles as they became vacated through normal processes of attrition 5 . Typically, succession planning focuses on the most pivotal leadership positions in the organization in which having a succession plan in place increases the return of investment related to the successor being embedded in the culture of the organization; aware of organizational strategic plan and in need of less orientation time 23 .…”

Section: Uses Of the Conceptmentioning

confidence: 99%

Strategy to stay ahead of the curve: A concept analysis of talent management

Nowak

Scanlan

2021

Nursing Forum

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Aim The development of nurse leaders is critical to the future of the nursing profession. Strategies to address the current loss of nurse leaders are urgently needed. The aim of this analysis is to clarify the concept of talent management as an approach by which organizations can identify, strengthen, and support emerging and current nurse leaders. Background The nursing profession worldwide is experiencing a shortage of nurse leaders. As nursing leaders are retiring, too few nurses are prepared to replace them. Nursing leadership is vital to effectively navigate healthcare system challenges and improve patient outcomes. Talent management moves beyond succession planning to attract, develop, and retain nursing leaders. Design Walker and Avant's model is used for concept analysis. Data Source A literature search was accomplished using Cumulative Index to Nursing and Allied Health, MEDLINE, PubMed, Business Source Premier, Canadian Major Dailies, and Management and Organization Studies. Review Methods Keywords: talent management, succession planning, succession management, nursing, nursing leader, leadership, administration, and executive. Results Definitions for the concept of talent management are elusive in both the business and nursing literature. There is a lack of clarity with regard to the definition of talent management. Conclusion The critical attributes for talent management of nursing leadership are the identification of emerging nurse leaders and engaging them in the development of their leadership competencies. The use of this concept analysis for talent management will enhance and facilitate the stability of nursing leadership positions in today's healthcare organizations.

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“…Theme 3: SP and organizational performance 24 of the 174 SP articles reviewed (14%) investigated the impact of SP on the performance of organizations. They discovered that SP impacts business survival if the successor is capable, possesses entrepreneurial orientation and has been mentored and trained properly (Gumbo et al, 2012;Zepeda et al, 2012;Capuano, 2013;Farthing, 2013). In addition, SP positively impacts organizational outcomes if the following antecedents are present, visionary leadership and a formal leadership development process (Titzer, Shirley, 2013;Kundanis, 2014;Muslim et al, 2015;Sherrer, Rezania, 2020).…”

Section: Theme 1: Assessing the Level Of Sp In Different Contextsmentioning

confidence: 99%

Succession Planning as a Critical Management Imperative: a Systematic Review

Obianuju¹,

Ibrahim²,

Zubairu³

2021

mmr

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This paper conducted a systematic review of succession planning (SP) articles published over the last decade. The Systematic Quantitative Assessment Technique was used to identify 174 SP articles. The review covered five key issues: 1) Time distribution, 2) Geographic distribution, 3) Article type, 4) Data collection methods, and 5) Themes explored. The findings revealed that interest in SP fluctuated over the last decade, and that South America and Oceania were the least represented by SP scholarship. The spread between conceptual and empirical SP articles were skewed towards the former, and survey was the most popular data collection method. Five themes were identified, with the most striking finding being that that if the ‘going concern’ principle of organizations is to be achieved, management must make deliberate efforts to formalize the SP process with the clear understanding that it is a continuous, transparent and participatory process, and thus a crucial management imperative.

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Achieving Succession Planning and Implementation: One Healthcare Network's Story

Cited by 9 publications

References 17 publications

The Development of Leadership Communities of Practice

The Development of Leadership Communities of Practice

Strategy to stay ahead of the curve: A concept analysis of talent management

Succession Planning as a Critical Management Imperative: a Systematic Review

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