Perceptions of leadership and management competency after a formal nurse manager succession planning program were evaluated.
A lack of strategic workforce planning and development of a leadership pipeline contributes to a predicted nurse manager shortage. To meet the anticipated needs for future leadership, evidence-based action is critical.
A quasi-experimental mixed-methods, 1-group pretest/posttest research design was used. Nurses working in an acute care hospital were recruited for the study and selected using an objective evaluative process.
Participant perceptions regarding their leadership and management competencies significantly increased after the leadership program. Program evaluations confirmed that participants found the program beneficial. One year after program completion, 100% of the program participants have been retained at the organization and 73% had transitioned to leadership roles.
Succession planning and leadership development serve as beneficial and strategic mechanisms for identifying and developing high-potential individuals for leadership positions, contributing toward the future nursing leadership pipeline.
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Author Affiliations: Assistant Professor (Dr Titzer), College of Nursing and Health Professions, University of Southern Indiana, Evansville; Professor and Assistant Dean, Clinical Affairs and Partnerships (Dr Shirey), University of Alabama at Birmingham; Director Oncology, Palliative Care, and Professional Practice (Dr Hauck), St. Mary’s Medical Center, Evansville, Indiana.
The authors declare no conflicts of interest.
Correspondence: Dr Titzer, College of Nursing and Health Professions, University of Southern Indiana, 8600 University Blvd, Evansville, IN 47712 (firstname.lastname@example.org).
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