OBJECTIVE: Perceptions of leadership and management competency after a formal nurse manager succession planning program were evaluated.
BACKGROUND: 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.
METHODS: 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.
RESULTS: 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.
CONCLUSION: 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.
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 (email@example.com).
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