2.50
Hdl Handle:
http://hdl.handle.net/10755/308567
Category:
Abstract
Type:
Presentation
Title:
A Year-Long Leadership Succession Program for Clinical Nurses
Author(s):
Hoshal, Keith W.
Lead Author STTI Affiliation:
Nu Mu
Author Details:
Keith W. Hoshal, MSN, RN-BC, OCN, keith.hoshal@cshs.org
Abstract:

Session presented on: Tuesday, November 19, 2013

The AACN reported that less than 10% of healthcare organizations have a ‘robust’ leadership succession plan (AACN, 2011). While many hospitals invest resources into new graduate programs, many lack leadership programs for the experienced nurse. As the healthcare industry prepares to lose a significant amount of nurses to retirement, it is imperative that clinical leadership succession programs are developed.

In 2011, our center experienced a vacancy rate of over 20% within clinical leadership positions at the top of the clinical ladder. A staff development program was necessary to support experienced nurses in developing the leadership qualifications and professional confidence to successfully be promoted to those positions. A year-long leadership program was developed.

The 12th Standard, Leadership among the ANA’s Standards of Professional Nursing Practice (ANA, 2010) served as a launching pad to build core topics for the monthly workshops. Pre-planning included scheduling agreements; participants were to be paid for their attendance at the workshops. Interested nurses were nominated for the program, interviews were conducted and the chosen participants led a performance improvement project over the 12 months’ duration of the program. They presented their findings at our center’s internal nursing research day and at professional conferences and were recognized at our annual nursing awards ceremony. After its 1st year, over 40% of the participants have already received promotions to increased nursing leadership roles within our organization. A 2nd class is underway. This program has been a successful, cost-efficient strategy to build leadership succession among our experienced clinical nurses at our center.

Keywords:
Succession Planning; Leadership Development
Repository Posting Date:
19-Dec-2013
Date of Publication:
19-Dec-2013
Conference Date:
2013
Conference Name:
42nd Biennial Convention
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
42nd Biennial Convention 2013 Theme: Give Back to Move Forward. Held at the JW Marriott

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleA Year-Long Leadership Succession Program for Clinical Nursesen_GB
dc.contributor.authorHoshal, Keith W.en_GB
dc.contributor.departmentNu Muen_GB
dc.author.detailsKeith W. Hoshal, MSN, RN-BC, OCN, keith.hoshal@cshs.orgen_GB
dc.identifier.urihttp://hdl.handle.net/10755/308567-
dc.description.abstract<p>Session presented on: Tuesday, November 19, 2013</p>The AACN reported that less than 10% of healthcare organizations have a ‘robust’ leadership succession plan (AACN, 2011). While many hospitals invest resources into new graduate programs, many lack leadership programs for the experienced nurse. As the healthcare industry prepares to lose a significant amount of nurses to retirement, it is imperative that clinical leadership succession programs are developed. <p>In 2011, our center experienced a vacancy rate of over 20% within clinical leadership positions at the top of the clinical ladder. A staff development program was necessary to support experienced nurses in developing the leadership qualifications and professional confidence to successfully be promoted to those positions. A year-long leadership program was developed. <p>The 12th Standard, Leadership among the ANA’s Standards of Professional Nursing Practice (ANA, 2010) served as a launching pad to build core topics for the monthly workshops. Pre-planning included scheduling agreements; participants were to be paid for their attendance at the workshops. Interested nurses were nominated for the program, interviews were conducted and the chosen participants led a performance improvement project over the 12 months’ duration of the program. They presented their findings at our center’s internal nursing research day and at professional conferences and were recognized at our annual nursing awards ceremony. After its 1st year, over 40% of the participants have already received promotions to increased nursing leadership roles within our organization. A 2nd class is underway. This program has been a successful, cost-efficient strategy to build leadership succession among our experienced clinical nurses at our center.en_GB
dc.subjectSuccession Planningen_GB
dc.subjectLeadership Developmenten_GB
dc.date.available2013-12-19T17:33:01Z-
dc.date.issued2013-12-19-
dc.date.accessioned2013-12-19T17:33:01Z-
dc.conference.date2013en_GB
dc.conference.name42nd Biennial Conventionen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.description42nd Biennial Convention 2013 Theme: Give Back to Move Forward. Held at the JW Marriotten_GB
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