Leadership Succession Planning: Would Nursing Benefit?

2003 ◽  
Vol 17 (4) ◽  
pp. 277-279 ◽  
Author(s):  
Richard W. Redman
Keyword(s):  
Succession Planning ◽  
Leadership Succession

scholarly journals Build It and They Will Come! Or, Built to Last? Key Challenges and Insights into the Sustainability of Nonprofit and Philanthropy Programs and Centers

2020 ◽  
Author(s):  
Patrick Rooney ◽  
Dwight Burlingame
Keyword(s):  
Succession Planning ◽  
Academic Programs ◽  
Leadership Succession ◽  
Funding Sources ◽  
Advisory Boards ◽  
Leadership Transitions ◽  
Revenue Sources ◽  
Nonprofit Studies ◽  
Key Informant

Using results from 22 key informant interviews from 15 different universities, we analyze why various centers/programs on philanthropic and nonprofit studies started, their key revenue sources, the diversity of funding sources, the role of leadership, succession planning, and what they might have done differently to make things better. These case studies provide insights as to why some centers/programs fail, others barely survive, yet some thrive. While the old saying, “It’s better to be lucky than good” remains true. We found that many of the things we teach in our academic programs work well when leading academic centers: diversify income streams, do not become too reliant on one donor, provide for leadership transitions and succession plans, raise money for endowments, and build advisory boards.

scholarly journals Factors Influencing the Effective Leadership Succession Planning: Study on A Malaysian GLC

2019 ◽  
Author(s):  
Shamsulkahar Abdul Shukor ◽  
Suhaidah Hussain
Keyword(s):  
Succession Planning ◽  
Effective Leadership ◽  
Great Influence ◽  
Chief Executive ◽  
Research Literature ◽  
Primary Data ◽  
Research Approach ◽  
Leadership Succession ◽  
Factors Influencing ◽  
Technology Changes

Factors influencing effective Leadership Succession Planning (LSP) of one main Malaysian Government Linked Companies (GLC) becomes the focal scope of this research paper. The need to understand external factors, among others, on Malaysian economic policy itself, has a great influence on LSP program. It is not sufficient for the leaders in GLCs to only master their business operations knowhow. With the great interest to discover the actual practice of a successful GLC, researcher took this subject as this qualitative research is aimed to study the current factors and the gap that is influencing the effectiveness of current LSP initiatives by a service-oriented of GLC, and to highlight some key critical factors as proposed in the literature. Factors influencing the effectiveness of LSP are also subject on the ability of the leaders to adopt to external changes particularly in the era of a borderless economic and faster rate of technology changes, and there are some differences among the industries and organizations, subject to the nature of the business and their stakeholders. Nevertheless, some important concept in LSP can be used as guidelines and practices be it from the primary data or the research literature. In view of this, the researcher is determined to conduct a qualitative study in meeting the research objectives and to answer the research questions. An interview with the Group Chief Executive Officer (CEO) of one GLC, who is the subject matter expert. The recording from the interview was transcribed and further analyzed using ATLAS.ti software. The findings evidence that there is the current practice of leadership succession planning in the company, anyhow there is a gap between the aspirations of the Group CEO and the availability of C-level replacement from within, and between the reality and the theories. Results of the findings identify the outcomes that need to be taken into action for a more effective LSP program. In the future, similar research approach can be conducted to other GLCs in order to analyze the similarities and complementary aspirations with regards to LSP.

scholarly journals Human Resource Development and Executive Leadership Succession Planning in Nonprofits

2019 ◽  
Author(s):  
Robert Yawson
Keyword(s):  
Leadership Development ◽  
Nonprofit Organizations ◽  
Human Resource Development ◽  
Human Resource ◽  
Succession Planning ◽  
Resource Development ◽  
Executive Leadership ◽  
Leadership Succession ◽  
Non Profit ◽  
For Profit

<p>This paper explores the challenges of executive leadership and human resource development in a nonprofit setting. While human capital is a vital asset to any organization, it is particularly vital to nonprofit organizations, which expect their employees to work for less, and often do more, than their counterparts at for-profit companies. Managing these resources presents some challenges. Some of these challenges are similar to the challenges that for-profits face, such as attracting and retaining talent and developing leaders. Some of the challenges are unique, such as managing volunteers and the high-burnout rates of non-profit employees. Executive Leadership Development (ELD) is also a critical challenge faced by nonprofits. However, all Human Resource Development (HRD) issues within a nonprofit setting must be tackled with the organization’s mission in mind. </p>

scholarly journals The Association of Pathology Chairs’ Pathology Leadership Academy: Experience From the First 2 Years

2019 ◽  
Vol 6 ◽  
pp. 237428951982630 ◽  
Author(s):  
Lydia Pleotis Howell ◽  
Priscilla S. Markwood ◽  
Dani S. Zander
Keyword(s):  
Leadership Development ◽  
Succession Planning ◽  
Leadership Role ◽  
Academic Departments ◽  
Leadership Succession ◽  
Leadership Academy ◽  
Future Directions ◽  
Academic Leaders ◽  
Curricular Development ◽  
The Chairs

Leadership development and succession planning are critical to ensure continued strength of academic pathology. The Association of Pathology Chairs developed the Pathology Leadership Academy to prepare future academic leaders. The purpose of this report is to describe: (1) Pathology Leadership Academy’s development and curriculum, (2) how Pathology Leadership Academy has met leadership development needs for individuals and academic departments in its first 2 years, (3) Pathology Leadership Academy’s future directions based on program feedback. Results were analyzed from pre- and postprogram needs assessment surveys of pathology chairs and from evaluations from Pathology Leadership Academy participants in the first 2 years. Pathology Leadership Academy curriculum was developed from topics identified as priorities in the chairs’ survey. Twenty-eight (90%) of 31 responding participants were very satisfied/satisfied with Pathology Leadership Academy. Of the 18 responding chairs who sent a participant to Pathology Leadership Academy, 11 (61%) reported that Pathology Leadership Academy met their faculty development goal. Of all responding chairs, 13 (32%) of 41 reported uncertainty as to whether Pathology Leadership Academy is meeting chairs’ goals. Chairs reported that Pathology Leadership Academy provided value to their faculty through preparation for a future leadership role, enhancing skills for a current role, and enhancing understanding of opportunities and challenges in academic medicine. Most chairs (27/43, 66%) said Pathology Leadership Academy should be offered again; 13 (32%) of 43 were uncertain, and 1 (2%) of 43 said no. Initial experience of Pathology Leadership Academy is positive and promising and provides opportunity for leadership succession planning in academic pathology. Pathology Leadership Academy will use participant and chair feedback for ongoing curricular development to ensure topics continue to address major needs of academic pathology.

Legal Issues Involving Succession Disputes among South African Churches: Some Lessons

2021 ◽  
Vol 23 (2) ◽  
pp. 160-190
Author(s):  
Idowu A Akinloye
Keyword(s):  
South African ◽  
Social Services ◽  
Succession Planning ◽  
Legal Issues ◽  
Leadership Succession ◽  
Christian Churches ◽  
African Churches ◽  
Civil Courts ◽  
African Commission

South African Christian churches have been widely recognised as major civil institutions that play a role in the provision of social services to complement the state effort. But the concern is there has been an increase in the number of disputes involving leadership succession in these churches that have had to be adjudicated by the civil courts in the last decade. These disputes impact on the governance, growth, reputation and sustainability of churches. The South African Commission for the Promotion and Protection of the Rights of Cultural, Religious and Linguistic Communities (CRL Rights Commission) identifies weak or lack of effective succession planning in the governing policies of churches as the major cause of these disputes. Against this backdrop, this article analyses some specific cases to explore how church policies influence succession disputes in South African churches. It further explores how the courts engage and interpret the governance policies of churches in the resolution of these disputes. The article reveals that the findings of the CRL Rights Commission are justified. It observes that, among other issues, some churches lack effective and workable succession planning in their governing policies. The policies on leadership succession of these churches are poorly drafted, thereby creating significant lacunae and vacuums leading to conflicts. The article concludes by identifying some lessons that churches can learn from the judicial approach in the resolution of disputes in order to enhance the quality of church policies, thereby reducing their exposure to succession disputes.

scholarly journals Suksesi kepemimpinan pentakostal di era disruptif

Kurios ◽  
2021 ◽  
Vol 7 (1) ◽  
pp. 29
Author(s):  
Mikha Agus Widiyanto ◽  
Yohanes Parapat
Keyword(s):  
Succession Planning ◽  
Influence Factor ◽  
Quantitative Approach ◽  
Survey Method ◽  
Leadership Succession ◽  
Leadership Success ◽  
Pentecostal Churches ◽  
The Right ◽  
The Church ◽  
Dominant Influence

The disruptive era is demanding strategic leadership which able to answer the needs of the church grows in the future. Leadership in Pentecostal churches that tend to prepare their family in succession has no guarantee of the needs and success of the next leader in the disruptive era. This research is proposed to examine the most dominant influence factor of leadership succession of Pentecostal churches. This research is using a quantitative approach with a survey method. The result showing that to have a succession planning in prepare new leaders for the church is the most dominant influence factor of leadership succession of Pentecostal churches in a disruptive era. To prepare a new leader through the right and contextual leadership succession is the key to future leadership success. Abstrak Di era disruptif menuntut kepemimpinan yang strategis dan mampu menjawab kebutuhan untuk perkembangan gereja di masa yang akan datang. Kepemimpinan pada gereja-gereja aliran Pentakosta yang cenderung mempersiapkan anggota keluarga dalam regenerasi tidak memberikan jaminan sepenuhnya dapat menjawab kebutuhan dan bagi kesuksesan kepemimpinan selanjutnya pada era disruptif. Penelitian ini mengkaji faktor yang paling dominan mempengaruhi suksesi kepemimpinan gereja-gereja aliran Pentakosta. Penelitian menggunakan pendekatan kuantitatif dengan metode survei. Hasil penelitian menunjukkan bahwa memiliki perencanaan dalam menyiapkan pemimpin baru bagi gereja menjadi faktor yang paling dominan mempengaruhi suksesi kepemimpinan di era disruptif gereja-gereja aliran Pentakosta. Mempersiapkan pemimpin baru melalui perencanaan yang baik dan yang tepat serta kontekstual menjadi kunci sukses kepemimpinan pada masa yang akan datang.

Sign in / Sign up

Export Citation Format

Share Document