1. Development/Succession Planning Program
SCAL RN Leadership
Development/Succession Planning Program
RESULTS
Outcomes achieved include: 1) > 25% of the prior years’ cohort advanced into positions of higher leadership; 2) 2015 & 2016 Cohorts: Leadership Competency pre and post assessments demonstrated significant improvement post program. 3) Ongoing tracking of cohort Capstone projects that target organizational strategic priorities - measure qualitative and quantitative outcomes impact; link nursings’ impact on organizational quality, safety, care experience, and affordability outcomes.
PROCESS
PURPOSE
CONCLUSION
“Given the great need for more affordable health care, nurses should be playing a larger role in the health care system, both in delivering care and in decision making about care.”
(IOM, Future of Nursing, 2010)
This 9 month program is a leadership development series that brings together the experience and expertise of Academic & Kaiser Permanente Faculty to transform today’s high potential nurse leaders into tomorrow’s healthcare business leaders.
The program’s structure provides individualized developmental plans, “on-the-ground” learning, and “real world” application opportunities. The series design provides a unique, blended, mentored, learning experience that equips participants with the knowledge, competencies & skills needed to lead in the future healthcare landscape. Each cohort consists of 28 identified “high potential” nurse leaders from across the SCAL continuum of care. Content includes:
Healthcare Business Strategy
Negotiation & Conflict Management
Healthcare Financial Management
Emotional Intelligence
Performance Improvement/Capstone Projects
Executive Presence
Change Management
Human Resource Management
Healthcare Policy
2016 AONE Leadership Competencies: Pre & Post Analysis
Significant Results: Mean increase: to 4.01
CAPSTONE PROJECTS: Strategic Priorities Focus: Projects leverage Nursings’ impact on: Quality Safety, Workforce, Care Experience, Affordability, & IQM outcomes.
MENTORS/FACULTY: Chief Nurse Executives, Chief Financial Officers, Medical Center Lead IAs, and Prior Cohort; 80% External & 20% Internal Faculty (“Homegrown Program”).
“Power Pose”
FUTURE PLANS
ONGOING TRACKING & MONITORING OF:
Capstone Project ROI – link “Value of Nursings’” contributions to outcomes; Nursing seen as an “investment” vs “cost”
RN Development & impact on KP Manager/Director turnover rate
Career Advancement
Networking: 1)internal spread of Capstone “effective practices”; 2) Networking expansion with KP Quality Fellows & PI Leads
PEER NETWORKING: “One of the most powerful benefits of the program was the relationships I built with my peers/cohort…..I now pick up the phone and call them to discuss improvement process ideas & questions”.
EXECUTIVE PRESENTATIONS:
Capstone Presentations
Present Capstone findings to KP Executives, Mentors, Peers, & Panelists
Panelist debriefing/coaching session
Juli McGinnis MSN, BC-RN
So. California Region