Does your healthcare organization have a succession plan or strategy in place? Building and implementing a succession strategy is key to sustaining high-quality patient care while fostering employee engagement. Understanding your organization’s future talent requirements, recognizing potential, and growing your talent pool are challenges in the highly dynamic industry of healthcare.

The key differentiation between a replacement plan and a succession plan is the strategy of development. Tomorrow’s talent must be developed today, particularly in the complex reality of the current healthcare environment. Providing an array of development opportunities for healthcare professionals has proven to be highly successful in retaining top-performing employees and promoting an engaged workforce.

During this fourth installment of a five-part ATD Healthcare succession planning webcast series, globally recognized talent and workforce expert William Rothwell applies a healthcare lens to succession planning. We will explore steps 5 and 6 of the Rothwell Model: assess promotion potential (Step 5) and develop people (Step 6). 

This webcast will cover the following:

• Further explore trends and challenges in healthcare.
• Review the Rothwell Model and steps 1-4.
• Compare present individual competencies against the requirements for the next level.
• Develop an individual development plan that is aligned with organizational goals.
• Discuss strategies to narrow developmental gaps between present competencies and those needed in the future.
• Review a case study of an academic medical center succession planning journey.
• Devote time to a Q&A panel with faculty.

You’ll learn to:

• Assess potential talent.
• Develop potential talent on succession planning.
• Differentiate between a replacement and succession plan.

Please note although this webcast builds on previous webcasts in the series, it is designed as a stand-alone module as well.