Strategies for Healthcare Organizations in Succession Planning

  • Tony Ray Ruffin


Succession planning is a professional stratagem that is gaining considerable attention in the healthcare arena. As research grows, understanding the phenomenon is essential for effective leadership performance in healthcare organizations (HCOs). The goals are to identify common themes and strategies for best practices in the twenty-first century to educate and assist potential, current, and future leaders in HCOs using succession planning for continued growth and future development. With the fluctuating environment within healthcare, leaders require practical plans and programs to sustain growth. Succession planning offers the opportunity over time to develop essential personnel into high-performing and valuable assets through the strategic application process. Succession planning needs talented employees to lead HCOs to success. The chapter focuses on reviewing succession planning strategies for leaders in HCOs.


  1. Baldrige. (2017). Baldrige excellence framework (Education). Retrieved from
  2. Blouin, A. S., McDonagh, K. J., Neistadt, A. M., & Helfand, B. (2006). Leading tomorrow’s healthcare organizations: Strategies and tactics for effective succession planning. Journal of Nursing Administration, 36(6), 325–330.CrossRefGoogle Scholar
  3. Chaturvedi, V. (2016). Investigating the interrelationship between succession planning and effectual talent management for building tomorrow’s leader. Splint International Journal of Professionals, 3(12), 71–75. Retrieved from
  4. David, F. R., & David, F. R. (2017). Strategic management: A competitive advantage approach (16th ed.). Prentice Hall Thousand Oaks, CA: Sage Publications.Google Scholar
  5. Drouin, N., & Bourgault, M. (2013). How organizations support distributed project teams: Key dimensions and their impact on decision making and teamwork effectiveness. Journal of Management Development, 32(8), 865–885. CrossRefGoogle Scholar
  6. Elkington, R. (2015, November 3). Creative leadership requires creative leadership development in a “vu jàdé” world! Journal of Leadership Studies [Symposium], 9(3), 69–70. doi:
  7. Grewal, P. (2016). Creating a world class culture. Retrieved from
  8. Hamel, G. (2017). What is a bully management style? Retrieved from
  9. Hickman, G. R. (Ed.). (2016). Leading organizations: Perspectives for a new era (3rd ed.). Thousand Oaks, CA: Sage Publications.Google Scholar
  10. Hisrich, R. D., & Kearney, C. (2013). Managing innovation and entrepreneurship. Thousand Oaks, CA: Sage Publications.Google Scholar
  11. Lattuch, F., & Young, S. (2011). Young professionals’ perceptions toward organizational change. Leadership & Organizational Development Journal, 32(6), 605–627. CrossRefGoogle Scholar
  12. Leigh, H. (2010). Succession planning and management. Handbook of improving performance in the workplace. San Francisco: John Wiley & Sons.Google Scholar
  13. Levi, D. (2014). Group dynamics. Thousand Oaks, CA: Sage Publications.Google Scholar
  14. Luqman, O. O., Abimbola, O. W., & Rotimi Olabode, B. J. (2015). An empirical analysis of construction organisations’ competitive strategies and performance. Built Environment Project and Asset Management, 5(4), 417–431. CrossRefGoogle Scholar
  15. McDermott, D., & Marshall, S. (2016). Look to the future with succession planning. AiChE CEP Magazine. Retrieved from
  16. Menaker, R. (2016). Leadership strategies: Achieving personal and professional success. The Journal of Medical Practice Management: MPM, 31(6), 336–339. Retrieved from Google Scholar
  17. Mollick, E. (2012). People and process, suits and innovators: The role of individuals in firm performance. Strategic Management Journal, 33(9), 1001–1015. CrossRefGoogle Scholar
  18. Motwani, J., Levenburg, N. M., Schwarz, T. V., & Blankson, C. (2006). Succession planning in SMEs: An empirical analysis. International Small Business Journal, 24(5), 471–495.CrossRefGoogle Scholar
  19. Muoio, D. (2015). Motivation by generation: Tips to inspire employees of all ages. ARCH Profile. Retrieved from
  20. Nahavandi, A. (2015). The art and science of leadership (7th ed.). Upper Saddle River, NJ: Pearson Education.Google Scholar
  21. Olli-Pekka, V. (2012). Why leaders fail in introducing values-based leadership? An elaboration of feasible steps, challenges, and suggestions for practitioners. International Journal of Business and Management., 7(9), 28–39. Google Scholar
  22. Patidar, N., Gupta, S., Azbik, G., Robert Weech-Maldonado, & John, J. F., Jr. (2016). Succession planning and financial performance: Does competition matter? Journal of Healthcare Management, 61(3), 215–229. Retrieved from
  23. Patrick, H. A. (2011, November). Knowledge workers demography and workplace diversity. Journal of Marketing and Management, 2(2), 38–73. Retrived from:
  24. Patrick, H. A., & Kumar, V. R. (2012). Managing work diversity: Issues and challenges. Sage Journals, 2(2), 1–15. Google Scholar
  25. Pavel, V. O., O’Sullivan, C., Susan, C. P., Stephen, M. D., & Alastair, M. B. (2014). Implementation of collaborative governance in cross-sector innovation and education networks: Evidence from the National Health Service in England. BMC Health Services Research, 14, 552. CrossRefGoogle Scholar
  26. Renata, P. N., Poels, G., & Manceski, G. (2015). Bridging operational, strategic and project management information systems for tactical management information provision. Electronic Journal of Information Systems Evaluation, 18(2), 146–158. Retrieved from
  27. Rosenthal, L., & Levy, S. R. (2012). The relation between polyculturalism and intergroup attitudes among racially and ethnically diverse adults. Cultural Diversity and Ethnic Minority Psychology, 18(1), 1–16. CrossRefGoogle Scholar
  28. Rothwell, W. J. (2010). Effective succession planning: Ensuring leadership continuity and building talent from within. AMACOM Div American Mgmt Assn. Retrieved from
  29. Santana, D., & Marly, M. C. (2016). The influence of project leaders’ behavioral competencies on the performance of six sigma projects.
  30. Siegler, J. (2017). Enterprise risk management requirements of ORSA. Retrieved from
  31. Steele, R., & Derven. (2015). Diversity & inclusion and innovation: A virtuous cycle. Industrial and Commercial Training, 47(1), 1–7. CrossRefGoogle Scholar
  32. Wang, Y., & Wang, Z. (2017). Influence of new generation of new generation succession of team performance: Evidence from China. Social Behavior and Personality, 45(2), 281–298. CrossRefGoogle Scholar
  33. Weeks, K. O. (2013). An analysis of human resource information systems impact on employees. Journal of Management Policy and Practice, 14(3), 35–49. Retrieved from
  34. Yukl, G. (2013). Leadership in organizations (8th ed.). Upper Saddle River, NJ: Prentice Hall.Google Scholar
  35. Zhou, W. (2013). Is informational diversity really informational? An investigation of what and when in entrepreneurial teams. Journal of Marketing Development and Competitiveness, 7(3), 29–42. Retrieved from

Copyright information

© The Author(s) 2018

Authors and Affiliations

  • Tony Ray Ruffin
    • 1
    • 2
    • 3
    • 4
    • 5
  1. 1.University of PhoenixTempeUSA
  2. 2.Colorado Technical UniversityColorado SpringsUSA
  3. 3.Grand Canyon UniversityPhoenixUSA
  4. 4.Ashford UniversitySan DiegoUSA
  5. 5.North Carolina Wesleyan CollegeGoldsboroUSA

Personalised recommendations