Succession Planning
@ Loma Linda University Health
“Succession planning is an essential proactive business strategy to ensure that internal, qualified candidates are continuously identified and available to take up leadership positions when vacancies occur. It is a process that allows retention of intellectual and knowledge capital by identifying and preparing potential successors to assume new roles, thus encouraging individual advancement.“ (Carriere, Muise, Cummings, & Newburn-Cook, 2009).
Help build our future leaders at Loma Linda University Health.
Health care systems are a complex and dynamic conglomerate of departments that can be significantly impacted by any disruption in the business function and health care processes within the industry. There are many factors that indicate the importance and necessity for institutionally driven succession planning for the nursing profession. These include economic, political and social issues affecting health-care delivery world-wide. Nursing leaders must plan for succession at all management levels. Forecasting and preparing for any possible disruption is essential to avoid serious consequences. Nursing leadership is at the forefront of any health care system to keep operations running smoothly. (Griffiths, 2012; Trepanier & Crenshaw, 2013; Titzer, Shirey, & Hauck, 2017). Our goal is to identify and develop potential nurse leaders for leadership roles within the organization to mitigate and potentially avoid costly disruption.
What does Succession Planning do for LLUH?
- Aligns future leaders with our values and mission
- Fosters employee engagement
- Helps retention rates
- Succession Plan info packet
How to develop internal successors?
- Identify key positions that require succession planning
- Identify individuals with leadership skills, competencies and talents
- Generate promotions and fill vacancies from within our internal candidates
- Nurse's Introduction to Leadership - This class is designed to introduce nurse leadership competencies and to increase confidence level and interest of frontline nursing staff to leadership skills.
Who to contact for more information?
Please contact your department head or email mentorship.succession@llu.edu.
- Carriere, B., Muise, M., Cummings, G., & Newburn-Cook, C. (2009). Healthcare succession planning: an integrative review. Journal of Nursing Administration, 39(12), 548-555. doi:10.1097/NNA.0b013e3181c18010
- Griffith, M. B. (2012). Effective succession planning in nursing: a review of the literature. Journal of Nursing Management, 20(7), 900-911. doi: 10.1111/j.1365-2834.2012.01418.x The future of nursing: the institute of medicine (IOM) issues report. The future of nursing: leading change, advancing health. (2011). Nursing News, 35(1), 1p.
- Titzer, J. L., Shirey, M. R., & Hauck, S. (2017). A Nurse Manager Succession Planning Model with Associated Empirical Outcomes. Journal of Nursing Administration, S49-S58. doi:10.1097/NNA.0000000000000019
- Trepanier, S., & Crenshaw, J. T. (2013). Succession planning: a call to action for nurse executives. Journal of Nursing Management, 21(7), 980-985. doi: 10.1111/jonm.12177
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