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How can you create a leadership development program to support succession planning?

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Succession planning is the process of identifying and developing future leaders for your practice. It helps you ensure the continuity and sustainability of your business, as well as the satisfaction and engagement of your staff. However, succession planning is not just about filling vacancies or handing over responsibilities. It also requires creating a leadership development program that can nurture and prepare your potential successors for the challenges and opportunities ahead. In this article, you will learn how to create a leadership development program that can support your succession planning goals.

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1 Assess your current and future needs

The first step to create a leadership development program is to assess your current and future needs. You need to identify the critical roles and functions that are essential for your practice's success, as well as the skills and competencies that are required for those roles. You also need to anticipate the potential changes and trends that may affect your practice in the future, such as new technologies, regulations, or customer expectations. By conducting a gap analysis, you can determine the strengths and weaknesses of your current leadership team, as well as the areas where you need to develop or recruit new talent.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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You always want to begin with the end in mind. There is SO MUCH information available on leadership development. You can read for hours. Get a full degree. But... what's important for you and your team? Some areas to think about: - Business skills like finance and budgeting - HR skills like hiring, coaching, terminating - Process skills including documenting processes, process improvement - Communication skills like writing reports or emails, presenting, interpreting reports - Professionalism and emotional intelligence There are so many potential topics. Start with the areas that will most impact your business today. And build on that foundation.

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2 Define your leadership profile

The next step to create a leadership development program is to define your leadership profile. This is the set of attributes, behaviors, and values that you expect from your current and future leaders. Your leadership profile should reflect your practice's vision, mission, and culture, as well as the specific challenges and opportunities that your leaders face. You can use various tools and frameworks to define your leadership profile, such as competency models, personality assessments, or feedback surveys. Your leadership profile should be clear, consistent, and measurable, so that you can use it as a basis for selecting and developing your potential successors.

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3 Identify and select your potential successors

The third step to create a leadership development program is to identify and select your potential successors. You need to look for candidates who have the potential to grow into the critical roles and functions that you have identified, as well as match your leadership profile. You can use various sources and methods to identify and select your potential successors, such as performance reviews, career aspirations, nominations, or assessments. You should also consider the diversity and inclusivity of your talent pool, as well as the readiness and willingness of your candidates to take on new challenges and responsibilities.

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Allison Boucher-Jarvis, JD

Higher Education Leader, Vice President Human Resources and Strategic Business Partner, Executive Coach
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Take care not to select the most knowledgeable about the function. Agility beats knowledge in leadership roles. It is more critical to be a quick study than to know it all. The trap is to promote the subject matter expert who may not have agility to lead. That’s why it’s so important to test potential successors by giving them challenges outside their comfort zone.

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Allison Boucher-Jarvis, JD

Higher Education Leader, Vice President Human Resources and Strategic Business Partner, Executive Coach
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Take care not to select the most knowledgeable about the function. Agility beats knowledge in leadership roles. It is more critical to be a quick study than to know it all. The trap is to promote the subject matter expert who may not have agility to lead. That’s why it’s so important to test potential successors by giving them challenges outside their comfort zone.

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4 Design and implement your development plan

The fourth step to create a leadership development program is to design and implement your development plan. This is the set of actions and activities that you will provide to your potential successors to help them develop the skills and competencies that they need for their future roles. Your development plan should be tailored to the specific needs and goals of each candidate, as well as aligned with your practice's strategy and culture. You can use various types of learning and development interventions, such as coaching, mentoring, training, job rotation, shadowing, or project assignments. You should also monitor and evaluate the progress and impact of your development plan, as well as provide regular feedback and recognition to your potential successors.

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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Remember that you don't need to design and write out your entire program before you start. Create an outline. Start with 1 or 2 sessions' worth of content. As you hold those sessions, you'll begin to see what connects with the individuals you are training and developing. You don't want to spend hours creating content that they can't absorb. Or that they already understand. You may need to concentrate more on how to implement the knowledge they already have. The gap between knowing and doing can often be the biggest hurdle to overcome! Just because we know something doesn't mean we can put it into action. By interacting with the people you are training, you'll learn what works. And how to continue creating your program.

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5 Communicate and engage your stakeholders

The fifth step to create a leadership development program is to communicate and engage your stakeholders. These are the people who are involved in or affected by your succession planning and leadership development process, such as your current leaders, potential successors, staff, customers, or partners. You need to communicate and engage your stakeholders in a transparent and timely manner, so that they understand the purpose, benefits, and expectations of your leadership development program. You also need to solicit and incorporate their input and feedback, as well as address any concerns or issues that they may have. By communicating and engaging your stakeholders, you can build trust and commitment, as well as foster a culture of learning and development in your practice.

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6 Review and update your program

The sixth step to create a leadership development program is to review and update your program. You need to regularly evaluate the effectiveness and relevance of your program, as well as the performance and potential of your potential successors. You also need to adapt your program to the changing needs and circumstances of your practice, as well as the feedback and suggestions of your stakeholders. By reviewing and updating your program, you can ensure that your leadership development program is aligned with your succession planning goals, as well as the current and future needs of your practice.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Katie Murphy Lawrence, MHA CMPE CMOM

Elevating Leadership to Increase What's Possible in Healthcare Operations ?? Solving Complex Problems with Greater Ease ?? Doctoral Studies: Leadership + Organizational Psychology ?? Conference + Event Speaker ??
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Don't be afraid to reach out to a professional trainer or leadership development expert. They (we) can help you create an outline or point you to helpful resources. Even if your budget is small, a professional can help you get started and save you hours of unnecessary work. Then you can dedicate your time to creating the program that will work for your team!

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How can you create a leadership development program to support succession planning?

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3

4

5

6

7

1 Assess your current and future needs

2 Define your leadership profile

3 Identify and select your potential successors

4 Design and implement your development plan

5 Communicate and engage your stakeholders

6 Review and update your program

7 Here’s what else to consider

Practice Management

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How can you create a leadership development program to support succession planning?

1

2

3

4

5

6

7

1 Assess your current and future needs

2 Define your leadership profile

3 Identify and select your potential successors

4 Design and implement your development plan

5 Communicate and engage your stakeholders

6 Review and update your program

7 Here’s what else to consider

Practice Management

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