2.50
Hdl Handle:
http://hdl.handle.net/10755/202211
Type:
Presentation
Title:
Nursing Leadership Development and Succession Planning
Abstract:
(41st Biennial Convention) Purpose             The purpose purpose of the project is to develop a nursing leadership succession plan providing current registered nurses professional development and career advancement opportunities.  Succession planning will provide a means to identify and develop human capital increasing leadership bench strength for future mid-level nursing management positions. Methods             A systematic process for selecting high performing registered nurses includes submission of a leadership development application.  Candidates will be selected by the nursing leadership succession planning committee.  Candidates accepted into the Leadership Development Program (LDP) will participate in live leadership, management and career development workshops and an online e-learning program.  Candidates will participate in experiential learning activities increasing leadership and management skill and competencies.             Upon acceptance to the program, candidates will complete the Kouzes and Posner (2003) Leadership Practices Inventory (LPI) and the Nurse Manager Skills Inventory (NMSI) (Nurse Manager Leadership Collaborative [NMLC], 2004).  Upon completion of the program, candidates will complete the LPI and NMSI surveys.  Pre and post scores will be used to evaluate candidate leadership progression.  Results             Upon completion of the program candidate perception of leadership competency and nurse manager skill level will be re-evaluated.  The LPI and NMSI evaluation tools will be used to measure the candidates’ pre and post leadership and management competency level. The goal of the program will be to increase scores by 25% on the self LPI and NMSI.  Conclusion              A systematic and ongoing process for identification and development of intellectual capital to fill a nursing leadership pipeline will be created and sustained.  As nurse manager/director positions become vacant, the leadership pipeline will provide internal promotion candidates.  References Kouzes, J. M., & Posner, B. Z. (2003). Leadership practices inventory. San Fransisco, CA: Pfieffer: John Wiley & Sons, Inc. Retrieved from http://www.leadershipchallenge.com/WileyCDA/ Nurse Manager Leadership Collaborative. (2004). Nurse manager skills inventory. Retrieved from http://www.aacn.org/WD/Practice/Docs/12597_Inventory_Assesment_Inside.pdf
Keywords:
succession planning; nurse mangers; nursing leadership
Repository Posting Date:
11-Jan-2012
Date of Publication:
4-Jan-2012
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleNursing Leadership Development and Succession Planningen_GB
dc.identifier.urihttp://hdl.handle.net/10755/202211-
dc.description.abstract(41st Biennial Convention) Purpose             The purpose purpose of the project is to develop a nursing leadership succession plan providing current registered nurses professional development and career advancement opportunities.  Succession planning will provide a means to identify and develop human capital increasing leadership bench strength for future mid-level nursing management positions. Methods             A systematic process for selecting high performing registered nurses includes submission of a leadership development application.  Candidates will be selected by the nursing leadership succession planning committee.  Candidates accepted into the Leadership Development Program (LDP) will participate in live leadership, management and career development workshops and an online e-learning program.  Candidates will participate in experiential learning activities increasing leadership and management skill and competencies.             Upon acceptance to the program, candidates will complete the Kouzes and Posner (2003) Leadership Practices Inventory (LPI) and the Nurse Manager Skills Inventory (NMSI) (Nurse Manager Leadership Collaborative [NMLC], 2004).  Upon completion of the program, candidates will complete the LPI and NMSI surveys.  Pre and post scores will be used to evaluate candidate leadership progression.  Results             Upon completion of the program candidate perception of leadership competency and nurse manager skill level will be re-evaluated.  The LPI and NMSI evaluation tools will be used to measure the candidates’ pre and post leadership and management competency level. The goal of the program will be to increase scores by 25% on the self LPI and NMSI.  Conclusion              A systematic and ongoing process for identification and development of intellectual capital to fill a nursing leadership pipeline will be created and sustained.  As nurse manager/director positions become vacant, the leadership pipeline will provide internal promotion candidates.  References Kouzes, J. M., & Posner, B. Z. (2003). Leadership practices inventory. San Fransisco, CA: Pfieffer: John Wiley & Sons, Inc. Retrieved from http://www.leadershipchallenge.com/WileyCDA/ Nurse Manager Leadership Collaborative. (2004). Nurse manager skills inventory. Retrieved from http://www.aacn.org/WD/Practice/Docs/12597_Inventory_Assesment_Inside.pdfen_GB
dc.subjectsuccession planningen_GB
dc.subjectnurse mangersen_GB
dc.subjectnursing leadershipen_GB
dc.date.available2012-01-11T11:16:01Z-
dc.date.issued2012-01-04en_GB
dc.date.accessioned2012-01-11T11:16:01Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
All Items in this repository are protected by copyright, with all rights reserved, unless otherwise indicated.