Succession planning done right
1. Start small: Resource-strapped organizations can seek out leadership courses from organizations such as the Institute for Healthcare Improvement, or training programs at local colleges.
2. Leverage mentors: Mentorship programs don’t have to cost a lot and can help boost retention and build employee skill sets, said Carolyn Sweetapple, North Shore-LIJ’s assistant vice president of system operations.
3. Consider tying succession planning to CEO compensation: Just as more organizations are using quality metrics to determine top executive pay, tying CEO compensation to leadership planning is a good way to institutionalize the practice, said Sanjay Saxena of the Boston Consulting Group.
4. Think about what skills future healthcare leaders will need: With the growing focus on outpatient care and more providers considering jumping into the insurance market, leaders will need new capabilities, Saxena said.
North Shore-LIJ’s inaugural class of physicians in the High Potential program.