Background/Introduction: There is a need to stabilize nurse leader attrition. 28% of nurse managers intend to leave within 2 years and 72% in 5 years (Martin and O’Shea, 2021). Survey results showed 5..
Background/Introduction: There is a need to stabilize nurse leader attrition. 28% of nurse managers intend to leave within 2 years and 72% in 5 years (Martin and O’Shea, 2021). Survey results showed 50% of nurse leaders are unaware of a Clinical Nurse Manager Succession program (CNMSP), and 60% of current nurse leaders has not had a direct conversation regarding succession planning and leadership pathways. Purpose: The CNMSP was developed to evolve a ready stream of qualified, competent, and willing nurse candidate pool to succeed managers departing from current roles. Method: A 90-day self-paced development program was implemented to evaluate the effectiveness of a CNMSP to participants perceive readiness to transition to a nurse manager role and confidence in the organization’s expected leadership behaviors. A validated nurse manager readiness survey and leadership behavior self- assessment were administered every 30 days during the CNMSP program. Retention rates are evaluated after one year of program completion. Results: 9 participants successfully completed the program. Survey results demonstrated CNMSP increased participants perceived readiness to transition to a clinical nurse manager role from 2.44 in Day 1 to 3.93 in Day 90 based on a Likert scale. Increased confidence in areas of leadership behaviors is evident in the self-assessment results. One participant assumed an interim role, and another transitioned to a leadership position towards the end of the program. Discussion: The CNMSP demonstrated positive results in perceived readiness to transition to a manager role and confidence in leadership behaviors. Survey results showed 100% of participants agreed the CNMSP is effective and recommends being implemented across the organization. Implications for Practice: There is a need to address nurse manager turn-over. CNMSP was developed to train and evolve aspirants who can transition to manager roles. Succession programs benefits include decrease onboarding costs, improved outcomes and increase staff morale.
Costales R. Clinical nurse manager succession program: Evolving the talent from within. Quality Improvement poster presented at Nursing Passion: Re-Igniting the Art & Science, Advocate Aurora Health N..
Costales R. Clinical nurse manager succession program: Evolving the talent from within. Quality Improvement poster presented at Nursing Passion: Re-Igniting the Art & Science, Advocate Aurora Health Nursing & Research Conference 2022; November 9, 2022; virtual.