A Model to Streamline Career Progression for Nurse Managers and Retain Emerging Leaders

Department

Nursing

Document Type

Article

Publication Title

Nursing Management

Abstract

Learn how a New York state healthcare system implemented an affordable development program to support succession planning for emerging leaders and provide an educational path for current nurse managers to advance professionally.

With 1 million RNs set to retire between now and 2030, we face an upcoming void in nurse manager positions across the country. The American Organization for Nursing Leadership (formerly called the American Organization of Nurse Executives) reports vacancy rates for nurse managers averaging as high as 8.3% nationwide, and many of these nurse managers are expected to retire by 2020.1 Learning how to more effectively recruit, transition, and retain emerging nurse leaders will be critical to organizations and the future of nursing.2 Nurse managers often make vital decisions to assist in patient care and are fundamental to overall nurse retention. As change agents, they can influence the quality of work and the stability of a medical work environment. Staff members who work with nurse managers to identify improvement opportunities and implement changes may increase patient wellness and safety outcomes.3

This article discusses how a large, multisite, New York state healthcare system implemented an affordable development program to support succession planning for emerging leaders and provide an educational path for current nurse managers to advance professionally.

First Page

28

Last Page

34

DOI

10.1097/01.NUMA.0000580600.38004.c1

Volume

50

Issue

10

Publication Date

10-1-2019

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