Making the Case for Succession Planning: Who's on Deck in Your Organization?

Nurse manager succession planning: synthesis of the evidence

“…Administrators historically select nurse managers based on their clinical performance and/or seniority (Picker‐Rotem et al . , Abraham , Laframboise ). The nurse manager role is very complex; however, those commonly selected for the position lack adequate preparation and leadership skills to do the job effectively (Stichler , Abraham ).…”

“…). Health care organisations practising succession planning methods most commonly focus on executive leadership roles (Laframboise ), as opposed to other positions. Current nurse leaders are more likely than bedside nurses to attend professional conferences and to participate in leadership development.…”

“…Current nurse leaders are more likely than bedside nurses to attend professional conferences and to participate in leadership development. Bedside nurses are hindered by work schedules and have limited leadership, socialisation and development opportunities (Laframboise ). The lack of proactive development of future leaders limits knowledge transfer and threatens future nursing leadership.…”

“…Integrating succession planning within an organisation's mission, vision and strategic plan is the first element (Collins & Collins , Stichler , Ponti , Swan & Moye , Wendler et al . , Laframboise ). Determining short‐ and long‐term succession planning goals is essential and helps to identify individuals who fit and enhance the organisation's culture (Collins & Collins , Stichler , Carriere et al .…”

“…Health care is in the throes of change, and nursing leadership is becoming increasingly complex (Abrams & Bevilacqua , Laframboise ). Managing inherent challenges in the health care industry requires competent front‐line nurse managers.…”