While many CNOs are focused on the present, they need to look to the future and consider what will happen once they move on.
Succession planning is essential for CNOs who want to ensure the sustainability of their health systems when the time comes for new leadership. However, it's not that easy.
Nurses now have many options and potential career paths, and the leadership role is not one that comes without difficulty. Nurse leaders, CNOs included, are under immense pressure to make every right decision and are often stretched too thin with responsibilities, and that can seem unappealing to many nurses who are considering leadership.
According to Sheila Kempf, a nurse leader consultant, experienced CNO, and HealthLeaders Exchange member, succession planning begins with finding the right people who strike the balance of strong character and leadership skills. Succession planning requires a deliberate strategy, with buy-in from executive leadership, and an organization commitment to growing new leaders through succession planning programs. CNOs must also try to reimagine the nurse manager role to make it more manageable and appealing to potential nurse leaders.
HealthLeaders sat down with Kempf, live from the CNO Exchange in Nashville, Tennessee, to discuss how CNOs can strengthen their succession planning strategies. Tune in to hear her insights.
G Hatfield is the CNO editor for HealthLeaders.
KEY TAKEAWAYS
CNOs should encourage both nurses who participate in shared governance and committees, and nurses who are pushing for organizational change, and give them opportunities to pursue leadership roles.
Nurse leaders should partner with HR leadership to build their succession planning strategies and in the selection process of the ideal candidates.
CNOs must consider the new expectations of Gen Z nurses and how they value work-life balance when redesigning nurse manager roles.