How can you create a successful succession plan for your team?

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A succession plan is a vital tool for ensuring the continuity and performance of your healthcare team, especially in times of change, crisis, or retirement. A succession plan helps you identify and develop potential leaders, fill key positions, and retain talent within your organization. However, creating a successful succession plan is not a one-time event, but a continuous process that requires careful planning, communication, and evaluation. Here are some steps you can take to create a successful succession plan for your team.

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1 Assess your current situation

The first step is to assess your current situation and identify the strengths, weaknesses, opportunities, and threats (SWOT) of your team. You should also review your organizational goals, vision, and mission, and align them with your team's objectives and competencies. This will help you determine the current and future needs of your team, and the gaps that need to be filled. You should also consider the external factors that may affect your team, such as industry trends, regulatory changes, or market demands.

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Bobby Arbuthnot

Customer Experience Executive Leader | Customer Success Strategist | Organization Builder | Portfolio Leader | Board Member | LinkedIn Top Voice
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Assessing the current situation is vital for creating a successful healthcare team succession plan. It enables this success by: - Identifying talent pipeline gaps - Mapping development opportunities - developmental temporary assignments/stretch opportunities to gain necessary expertise - Determining transition timelines - Evaluating team dynamics - Current interpersonal rapport, trust issues, and friction requiring resolution beforehand to enable smooth handoff surfaces - Gauging interest and readiness - Uncovering hidden talents - Assessments may reveal less tenured staff demonstrating aptitude and enthusiasm for growth, indicating diamonds in the rough for cultivation - Supporting diversity goals - Building organizational support

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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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Too often we don't want to think of the need to replace ourselves... or even stellar members of our teams. But, the reality is that any of us could have a change in life situation tomorrow, and the business of healthcare will move on. Patients need to be cared for and business processes that support that care must continue. Take time at least once a quarter to assess what your current priorities are. What's on your calendar? What projects are you working on? What takes up your time? What's coming up soon? Then assess who on your team could step into your shoes if needed. If there is no one, it's time to teach. Too often leaders see this as a threat. The truth is, it is incredibly empowering to see others flourish!

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2 Identify critical roles and competencies

The next step is to identify the critical roles and competencies that are essential for your team's success. These are the roles and skills that are hard to replace, have a high impact on performance, or require specialized knowledge or experience. You should also define the expectations, responsibilities, and qualifications for each role, and create a clear job description. This will help you establish the criteria for selecting and developing potential successors.

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Darnell "DJ" Rhodes

Advocate of organizational harmony, integrity, and sustainability
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Identifying the essential roles and positions as well as evaluating the competencies are key pieces to the succession planning. Understanding the roles and responsibilities needed for sustainment will provide guidance as well as determine who may be the right persons...because "titles" does not equate to being the right person. Sometimes, it's the person who has been there the longest and seen the trials and tribulations who may be the right persons.

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Dr.Ajay G.
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You need to understand the core competencies of each and every team member and do a SWOT analysis on the same so that customised training programs can be offered based upon skills needed and already possessed

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3 Evaluate and develop potential successors

The third step is to evaluate and develop potential successors for each critical role. You should use a variety of methods to assess the current and potential performance, skills, and readiness of your team members, such as feedback, interviews, tests, or simulations. You should also create a talent pool of high-potential candidates who have the ability, aspiration, and engagement to take on leadership roles. You should then provide them with opportunities to learn, grow, and demonstrate their capabilities, such as mentoring, coaching, training, or cross-functional projects.

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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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The best team member to take on a role in a succession plan may NOT be the person who is currently best suited. Just because there are one or more people who COULD fill the role, doesn't mean they are the best people long term. Look at the rest of your team. Are there people who show energy and promise? Send them for additional training or pair them with a coach. I have seen many young professionals SOAR when they are equipped with the right skills and knowledge. It may be uncomfortable for more tenured team members, so be mindful of that in your communication plan. Don't let it be a surprise when you are suddenly not there. That's not fair to the young successor. Preparation and communication are key!

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4 Communicate and implement your plan

The fourth step is to communicate and implement your plan. You should share your plan with your team, senior management, and other stakeholders, and explain the purpose, process, and benefits of succession planning. You should also solicit their feedback and input, and address any concerns or questions they may have. You should then implement your plan by assigning roles and responsibilities, setting timelines and milestones, and monitoring progress and results.

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Bobby Arbuthnot

Customer Experience Executive Leader | Customer Success Strategist | Organization Builder | Portfolio Leader | Board Member | LinkedIn Top Voice
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Effective communication and execution are vital for converting a healthcare team succession plan from concept to reality. Key elements driving this success include: - Gaining leadership endorsement - Promoting participation - Encourage employee involvement in activities like mentorships or shadowing to drive engagement - Providing role clarity - Offering influence opportunities - Inclusion participation in team decisions or broader organizational initiatives enables leadership skill development - Delivering targeted development - Facilitating knowledge transfer - Celebrating milestone achievements - Tracking progress transparently - Course-correcting gaps - Institutionalizing programs

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5 Review and update your plan

The final step is to review and update your plan regularly. You should evaluate the effectiveness and outcomes of your plan, and measure the performance and satisfaction of your team and successors. You should also identify any changes or challenges that may affect your plan, such as turnover, new opportunities, or emerging needs. You should then adjust your plan accordingly, and communicate any updates or revisions to your team and stakeholders.

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6 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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Jay JS

Head of International Sales and Marketing (Mumbai)
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It is crucial for an organisational structure and for a team or an individual career that succession plan is designed and implemented thoughtfully and by not being biased. Following step will help to set succession plan in place 1. Hands on Training for all 2. Identifying significant business challenges 3. Identifying critical positions 4. Analysing process driven approach 5. Identify competencies, skills, and institutional knowledge 6. Understanding of business and team modalities 7. Analysing high potential employees 8. Communicate to stakeholders

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Ahmad Rida

Management Consultant
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I agree but, crafting a successful succession plan could be accomplished by Implementing mentorship programs, encourage cross-functional experiences, and utilize performance metrics for data-driven decision-making. Based on my experience a well established succession plan must ensure a smooth transition and fortifies the organization for future challenges.

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How can you create a successful succession plan for your team?

1

2

3

4

5

6

1 Assess your current situation

2 Identify critical roles and competencies

3 Evaluate and develop potential successors

4 Communicate and implement your plan

5 Review and update your plan

6 Here’s what else to consider

Healthcare Management

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How can you create a successful succession plan for your team?

1

2

3

4

5

6

1 Assess your current situation

2 Identify critical roles and competencies

3 Evaluate and develop potential successors

4 Communicate and implement your plan

5 Review and update your plan

6 Here’s what else to consider

Healthcare Management

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