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FAQ

Mentorship

No monetary differential but there is point accrual for Clinical Advancement Program (CAP).

No, it is not mandatory.

No, nurses, from novice to expert stages may desire to have a mentor.

Yes. You may send an email to mentorship.succession@llu.edu if you need to connect with a mentor outside your department.

Contact your supervisor or email mentorship.succession@llu.edu.

Contact your manager or supervisor.

Although a class may not be necessary to be an informal mentor, taking the program prior to mentoring is highly recommended for formal mentorship as the class helps you become a better and more effective mentor. If formal mentorship partnership begins before a scheduled training, the mentor must complete the AMSN Mentoring Guide instead and take the class within 2-3 months. Please note that LLUH uses LLUH specific forms, you will not need to complete the forms in the AMSN Mentoring Guide.

Succession Planning

You may speak to your nursing leadership within your department. Your nurse leader is responsible for formal /informal assessment of skills and talents in relation to the strategic plans and goals for the department and can best guide you accordingly.

Succession planning is a continuous organizational process to support identifying and having internal, qualified candidates available to assume leadership positions when vacancies occur. This process strengthens retention of intellectual and knowledge capital by encouraging individual advancement to prepare and identify potential successors. Leadership development is a significant component for succession planning.

Nursing Leadership Residency - The Nurse Leadership Residency Program at Loma Linda University Health (LLUH) is a two-year program designed for the clinical nurse to participate in a high-impact leadership developmental program preparing them for a leadership position at the completion of the program. The program consists of a series of scheduled rotations with experienced and successful LLUH administrative and nurse executive leaders to provide a unique and blended experience in which participants will develop and expand leadership skills and competencies. Areas of focus include, but are not limited to:

  • Servant Leadership
  • Strategic Thinking
  • Change Management
  • Healthcare Finance
  • Human resource Management
  • Professional Governance
  • Diversity Awareness
  • Quality and Safety
  • Project Management
  • Professional Practice Development

Leadership Courses - Leadership courses would be determined by your nurse leader. Some of the courses that are geared towards leadership development are:

  • Leadership & Management Principles for Nurse Managers(LAMP) Program
  • Leadership Essentials
  • Leading at Speed of Trust
  • Essential Encounters
  • Deescalating Workplace Aggression
  • Preceptor Keys
  • Other courses determined as critical to the position such as Mentor Training Program, etc.

Leadership development is one component for succession planning. Although participation in leadership competencies and training activities enhance individual leadership skills it does not guarantee placement in leadership position.

Other activities that support leadership development include ( but not limited to):

  • Organizations review of strategic plan to guide identification of required skills or positions based on organizations goals
  • Performance evaluation review of candidates
  • Human resources participation as needed
  • Observation/Demonstration of leadership skills and aptitude
  • Professional Governance involvement
  • Serving as a mentor within the organization

  • Identify if you have the qualifications for the position – e.g.. BSN or MSN, etc.
  • Speak to your nurse leader to determine if leadership development is appropriate for you at this time.

Consider other opportunities for growth and leadership such as:

  • Clinical Advancement Program (CAP)
  • Participation in professional governance
  • Get involved in projects on your unit
  • Participation in formal mentoring relationships

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