Suc­ces­sion plan­ning done right

Modern Healthcare - - BEST PRACTICES -

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.

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