Concept analysis: Succession planning

Abstract

The aim is to understand the concept of succession planning and its application to initiate successful succession planning in nursing education. In nursing education, there is a lack of qualified academic nursing administrators associated with a national nursing faculty shortage. Succession planning is often confused with other leadership management techniques. An understanding of the concept and its application is required to initiate successful succession planning in nursing education. Walker and Avant's methodological approach was followed for this concept analysis. The electronic databases searched included CINAHL, Medline, Google Scholar, PROQUEST, ERIC, PsycINFO, along with reference and bibliographic lists, relevant books, and public domain websites. The initial search terms included: succession planning, academic deans/directors, and nursing education. A pattern of five attributes emerged related to the characteristics of the concept of succession planning: organizational support and culture, attitude, commitment, and resources. Antecedents included strategic planning, identification of potential individuals, leadership development, mentoring programs, and identification of leadership competencies. Consequences of succession planning appeared to be related to retention, recruitment, improved leadership competencies, decreased role transition stress, and a healthier work environment. Succession planning has been defined as the proactive strategy involving the purposeful identification, assessment, and development of individuals through the processes of educating and mentoring for future leadership positions and establishing leadership continuity within an institution. Succession planning is needed for the continued growth and development academic nursing leaders.

Intrinsic and Extrinsic Factors Associated with Succession Planning and Management (SP&M) Process: A PRISMA Systematic Review

“…They suggested that internal commitment programs to be included actively in promoting from within, a robust residency program, transparency in succession planning and support for advance degrees. One of the categories mentioned in the research finding by Bazneshini et al ( 2020) is managerial factors, which include the managers' support for succession planning and their commitment (Phillips, 2020). Similarly, with the FOB, when there is more trust between the owner-manager and the successor, as well as a warm and mutually supportive relationship between them, the more they will share the responsibility for perpetuating and enhancing family assets (Maciel et al, 2015).…”

“…(Santora et al, 2019;Carter et al, 2019;Ghee et al, 2015). Social identity (Glover, 2014;Tietjen-Smith Hersman, & Block, 2020;Roche, et al, 2021;Sheridan et al, (Bazneshini et al, 2020;Mehrtak et al, 2014;Phillips, 2020;Maciel et al, 2015) Organizational culture (Arham et al, 2021;Al Suwaidi et al, 2020;Ahmad et al, 2020) Training and development (Arham et al,…”

Planning for Department Succession: Anticipating a Gap in Nursing Program Leadership

“…How can academic nursing leaders transition their role to the next generation in a manner that is rewarding, educational, and effective instead of leaving a void that the next generation of nursing educators will struggle to fill? Succession planning is a concept frequently used in business, but it is not as common in higher education (Phillips 2020). Successful succession planning is a proactive strategy in which potential leaders are identified early, educated, and mentored for future leadership positions.…”

“…Succession planning is a concept frequently used in business, but it is not as common in higher education (Phillips 2020). Successful succession planning is a proactive strategy in which potential leaders are identified early, educated, and mentored for future leadership positions.…”

Succession Planning as a Critical Management Imperative: a Systematic Review

“…The importance of SP for long-term sustainability must be doubly emphasized in the educational administration curriculum (Charbonneau, Freeman, 2016;Fusarelli et al, 2018;Green, 2018;Melton, 2018;Phillips, 2020). Ensuring ethnic diversity in the pool of potential successors can also enrich the SP process in EI (Kumaran, 2015).…”