Succession Planning

Succession planning is not just about replacing the CEO. Ideally, a progressive hospital will have a process for identifying highly qualified people in at least the top four layers of management who can be moved up when positions open. A succession process leads to better retention, stronger commitment and improved job satisfaction.

Even with a good leadership development program in place, internal candidates are not always prepared for promotion when a position becomes available. When a hospital finds it necessary to conduct an external search, the help of executive search firms often is required.

We will work with you from beginning to end of the executive selection process or, if you prefer, help you focus on a particular step. The steps may include:

• Determining critical positions
• Clarifying the job description
• Defining clear and measurable accountabilities for successful performance
• Identifying the behavioral traits, motivators/values and personal competencies for each key position
• Comparing talents of incumbents or outside candidates with the skills required for the job
• Developing personal development plans for incumbents
• Implementing executive coaching programs where needed
• Identifying compatible and effective executive recruiters when outside help is needed to fill a position
• Assisting with executive transition
• Facilitating the work of the search or management transition committee