Succession planning for academic nursing

Succession Planning Leadership Model for Nurse Managers in Hospitals: A Narrative Review

The high number of nursing staff in Indonesia requires optimal management skills, one of which comes from the leadership domain. The succession planning program can be an option to prepare nurses who have leadership potential to carry out a management function. This study aims to identify the nurse succession planning model and its application in clinical practice. This study uses a narrative review of the literature approach. Article searches were carried out using electronic databases (PubMed and Science Direct). Researchers obtained 18 articles. Three main themes emerged: (1) the factors that influence the efficient implementation of succession planning, (2) the benefits of succession planning, and (3) the implementation of succession planning in clinical practice. Training and mentoring related to leadership, support from human resources, and adequate funding are the main factors in implementing effective succession planning. Succession planning also can help nurses find competent leaders. However, in its application in clinical practice, the process of recruitment and planning for nurse managers that occurs in the field is not optimal so that succession planning must exist and be integrated with organizational needs and provide guidance and assistance for the younger generation who will become leaders in the future.

Stories of being a new nurse academic at a nursing education institution

OBJECTIVES

The objectives of this study were to explore and discover the best moments of being a new nurse academic at nursing education institutions.

AIM

The purpose of this study was to define, discover and learn about the experiences of being a new nurse academic.

DESIGN

A qualitative design with inspiration from Appreciative Inquiry (AI) was used.

METHOD

Purposive and snowball sampling was used. Data collection was done using semi-structured individual interviews. Data were analysed using Giorgi's method. The COREQ guidance was used for reporting of this study.

RESULTS

Four themes were identified. (1) The emphasis was their transition from clinical setting into the world of academics, which was challenging, overwhelming and exciting all at the same time. (2) Participants were fulfilled and influenced to achieve more. (3) Participants expressed what they wished for. (4) Participants shared recommendations for job security, employment and retainment of new nurse academics.

Nursing Academic Leadership: An Urgent Workforce Shortage in Nursing Education

AIM

The aim of the study was to describe the California nursing academic leader workforce shortage, identify succession planning activities, analyze driving and restraining forces of the role, and distinguish critical leadership competencies and onboarding strategies.

BACKGROUND

Several studies have projected a workforce shortage for nursing academic leaders and studied the leadership competencies and driving and restraining forces impacting the role.

METHOD

The study was a secondary descriptive analysis of an existing cross-sectional needs assessment survey administered to California nursing academic leaders of prelicensure programs.

RESULTS

The results validated an impending workforce shortage for California nurse academic leaders, with 66 percent planning to leave their positions in the next five years and 46 percent not having a succession plan in place.

CONCLUSION

To avoid threatening the success of nursing programs, a sustainable plan to address the workforce shortage of well-prepared academic nurse leaders is urgently needed.