Succession Planning as a Challenge in Healthcare

Challenges in Healthcare: Succession Planning
Beverly, F. & Rose, S. (2017). Best Practices for Nurse Leaders: Succession Planning. Professional Case Management, 22(2), 88-94.
The authors term succession planning in healthcare a critical need. It should, however, be noted that even in planning for the next generation of leaders in healthcare, we ought to be aware of the fact that the world is changing fast and that the skills of yesterday might not be as effective today. This is one of the messages that the authors of the present article attempt to push through. For this reason, this will be a great resource as I seek to explore the competencies that our future leaders in healthcare need to be equipped with.
Brian, C., Melanie, M., Greta, C. & Chris, N. (2009). Healthcare Succession Planning: An Integrative Review. JONA: The Journal of Nursing Administration, 39(12), 548-555.
According to the authors, nursing shortages continue to bedevil the healthcare industry. Thus, to a large extent, nurse leadership shortage is one of the concerns that requires to be addressed urgently. This is more so the case given that shortage of nurse leaders does have a negative impact on healthcare outcomes. The authors of this particular article explore various succession planning frameworks to avert the shortage of nurse leaders. Thus, this article will be of great relevance as I seek to explore the best practices in succession planning and how they could be deployed in the healthcare realm.
Dennis, S. (2006). Challenge: Succession planning. Nursing Management (Springhouse), 37(2), 64.
According to the author of this rather informative article, we face challenging times ahead with the retirement of baby boomers. To put this into perspective, it is important to note that in the author’s own words “the graying of our nurse leaders isn’t a new phenomenon, but as unprecedented numbers exit the profession, these veterans take critical knowledge and expertise with them” (64). The article will be used as the basis of the claim that the lack of succession planning is one of the key challenges in healthcare today.
Griffith, M. (2012). Effective Succession Planning in Nursing: A Review of the Literature. Journal of Nursing Management, 20(7), 900-911.
The author of the present resource is categorical that the relevance of succession planning cannot be overstated in the nursing profession. This, according to the author, is more so the case given that nurse leader shortages have an adverse impact on healthcare delivery. Some of the approaches that have been mentioned on this front are inclusive of, but they are not limited to, mentoring and coaching. The article will come in handy in my restatement of the need for nurse leaders to plan for succession using an array of proven strategies.
Scott, B.A., Kathryn, M., Allyson, N., & Bradley, H. (2006). Leading Tomorrow's Healthcare Organizations: Strategies and Tactics for Effective Succession Planning. JONA: The Journal of Nursing Administration, 36(6), 325-330.
The authors of the present article point out that the absence of consistent workforce planning happens to be one of most significant challenges affecting healthcare systems and hospitals today. As a matter of fact, in comparison to other corporate organizations, healthcare organizations lag behind in matters succession planning. This article will come in handy as I seek to demonstrate the need for healthcare organizations to fully embrace succession planning. Given that the authors also list some strategies for succession planning in the healthcare realm, the resource will also be instrumental in attempts to explore practical approaches that organizations in the healthcare industry could embrace to ensure effective succession planning.
Sittler, L.F. (2019). The Effect on Nursing Leadership Roles with Succession Planning for the Next Generation of Millennial Nurses. OAJBS, 1(3), 38-43.
In this particular article, the authors indicate that we are headed straight into a storm in as far as future shortage of nurse leaders is concerned. In the present resource, the author points out that there are serious gaps in succession planning. It is for this reason that he restates “the need for succession planning and filling roles of nursing leadership with millennial nurses for the optimization of healthcare systems” (39). This resource will be instrumental in my assessment of nurse leadership pathways for millennials.
References
Beverly, F. & Rose, S. (2017). Best Practices for Nurse Leaders: Succession Planning. Professional Case Management, 22(2), 88-94.
Brian, C., Melanie, M., Greta, C. & Chris, N. (2009). Healthcare Succession Planning: An Integrative Review. JONA: The Journal of Nursing Administration, 39(12), 548-555.
Dennis, S. (2006). Challenge: Succession planning. Nursing Management (Springhouse), 37(2), 64.
Griffith, M. (2012). Effective Succession Planning in Nursing: A Review of the Literature. Journal of Nursing Management, 20(7), 900-911.
Scott, B.A., Kathryn, M., Allyson, N., & Bradley, H. (2006). Leading Tomorrow's Healthcare Organizations: Strategies and Tactics for Effective Succession Planning. JONA: The Journal of Nursing Administration, 36(6), 325-330.
Sittler, L.F. (2019). The Effect on Nursing Leadership Roles with Succession Planning for the Next Generation of Millennial Nurses. OAJBS, 1(3), 38-43.