Perianesthesia Management Succession

Abstract

THE TERMS SUCCESSION PLANNING, legacy leadership, and transition planning are commonly used in nursing leadership course work. For nurses who pursue advanced degrees, an enhanced knowledge base and understanding of the need to plan leadership succession and develop core competencies for future leaders and managers is needed. However, many organizations do not have a systematic process for anticipating leadership needs and ensuring that well-prepared leaders and managers are ready when the need arises. The need to attract, develop, and retain future nurse leaders who are high performers and have the potential to grow in leadership is recognized but not necessarily actualized. Although the notion of planning for the future seems inherent in an organization's strategic planning and management processes, few organizations seem to plan systematically for the leaders who will manage the future. 1 Redman R. Leadership succession planning: An evidence-based approach for managing the future. J Nurs Admin. 2006; 36: 292-297 Crossref PubMed Scopus (58) Google Scholar If the health care organization, or network, does not have a leadership development and succession plan in place, individual nurses can create a plan that is workable for their units and for smoothing transitions of management and leadership on an individual basis. Maureen V. Iacono, BSN, RN, CPAN, is a PACU Nurse Manager, Saint Joseph Hospital Health Center, Syracuse, NY