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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…
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.
Knowledge Management Succession Plan Strategy KBR Australia Knowledge Management Succession Plan Strategy Kellogg, Brown Root (KBR) is an international company founded by Brown and Root in 1960 as Kinhill Engineers, and has gone through various changes over the years. A significant chapter in its history occurred in 2007, when it was split from Halliburton, to become a fully independent company. KBR's Australian division has offices in Melbourne, Adelaide, Canberra, Sydney, Brisane, Perth,
Bibliography Axelrod, N.R. (2002). Chief executive succession planning: The board's role in securing your organization's future. Washington, DC: BoardSource. Berger, L.A. & Berger, D.R. (2004). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York, NY: McGraw-Hill. Collins, M.E. (May/June, 2007). Next! How to plan for and ensure a smooth transition when your organization's leader departs. Advancing Philanthropy, 14:3. Developing your leadership pipeline. (December, 2003). Harvard Business
When it comes to creating a succession plan, Miles and Bennett (2007), Cook (2014), and Gale (2013) all offer different approaches on how that planning process should be conducted. By comparing and contrasting their respective approaches and identifying which aligns most accurately with the course text, a better understanding of how to plan for succession can be achieved. Miles and Bennett (2007) identify four steps that must be taken in order
Nursing Sills Grayce Sills and Nursing Leadership Brief Biography: Grayce Sills dedicated her life's work to improving conditions for psychiatric health patients, both through reforms in the area of psychiatric nursing and through education of future generations of nurses. During the era succeeding World War II, the psychiatric nursing profession was making its first forays into mainstream treatment orientation. Grayce Sills would emerge into the profession during this time and, in the late
Their leadership role deals with service to their clients, hence, they are their leadership role are similar in a way. However, they differ in that; Florence has the attribute of being autocratic, whereas Clinton is persuasive. Florence showed aspects of commanding whereas Clinton worked by means of winning the trust of others to support his initiative. Secondly, it is notable that nightingale is a nurse while Clinton is a politician.
Career Interest: Gerontology The research topic of interest or priority is the identification of the skills and knowledge most critical to leaders of health care organizations, such as accountable care organizations, health care homes, medical homes, and clinics, specifically serving the aging population. In particular, this focuses on teamwork among nurse leaders, nurses and other healthcare professionals, current status of research work, the barriers in collaboration, inadequacies and proposed solutions to