605 - Succession Planning at its Finest

There is significant evidence that the academic nursing workforce is aging and facing changes in leadership. It has been reported that the majority of Chief Nurse Administrators were between 46-60 (47%) and 61 and over (43%), (National League for Nursing, 2022). Replacements for those positions are difficult to find, and moreover, lack the knowledge of the organizational culture, continuity of the program, and understanding of the mission of the organization, (Phillips, Concept Analysis: Succession Planning, 2020) and (Griffith, 2012). The literature gives examples of strategies to plan and implement a program which include growing your own, retention, leadership development, and encouraging a ladder of increased leadership, (Phillips, 2020) and (Phillips, 2021). This presentation will demonstrate the planning and implementation of a successful transition of leadership.