According to a study conducted by the Brandon Hall Group Study, 84 percent of organizations are expecting to have a shortage of qualified leaders in their respective departments by the year 2023. This is a result of baby boomers aging out of the workforce in droves and many organizations are starting to experience high turnover rates because of this lack of leadership.
As crucial positions are becoming vacant with no qualified personnel to take on the responsibilities, the industry is looking towards leadership development trends to remedy the situation. Healthcare talent management professionals are busy at work, taking action to form and develop leaders to shepherd the medical industry of tomorrow.
At NPPA Recruiters, we have the inside scoop regarding these trends, and we want to share them with you, giving your practice the head start it needs to develop qualified nurse practitioners and physician assistants while smoothing out their transition into leadership roles.
Here is what talent management experts have to say.
1. Holistic Thinking
This trend focuses on acquiring quality talent with key soft and hard leadership skills from the moment they are hired. Throughout an employees entire stay, those skills are nurtured for an eventual move into a management role.
In this phase, it is imperative to foster and promote a work environment that is engaging to all personnel. Filling your team with like-minded individuals that have the drive to go above and beyond to issue out quality care for their patients will encourage talent to stay with your practice long-term.
2. Succession Planning
Many practices are taking a preemptive approach to filling leadership vacancies with succession planning.
This practice starts by reviewing the current workforce available for any leaders that may be leaving soon. Next, they check who may be qualified to move into these positions and where the practice’s talent gaps lie.
Taking all of this into consideration leaves you better prepared for transitions when they do occur.
3. Leadership Assessment
This trend, in particular, focuses on identifying candidates that are ready to move into leadership roles immediately. This includes high-potential candidates that the practice can fast-track through development.
Keep in mind, however, that you can only efficiently develop a nurse practitioner or physician assistant for leadership roles once you know their strengths and growth opportunities.
4. Career Pathing
After you’ve gathered enough information on your employees’ leadership potential, you can identify the career paths that are right for them. You’ll want to do this based on their interests and what your practice needs.
Creating an in-practice talent pipeline by devising a plan that bridges both your employee’s interests with your practice’s needs, allows you to backfill leadership positions quickly.
5. Training and Development Planning
After considering leadership assessments and career pathing, devise a training and development plan for all of your employees. This helps to create a path toward success and gives them the opportunity to reach their full potential.
A happy and fulfilled nurse practitioner or physician assistant will pay it forward with quality care for patients. This, in turn, generates more revenue as these patients return to your practice for future care and/or refer a friend to receive the quality care your practice becomes known for.
Document each employee’s developmental process with regular evaluations to see if any other additional opportunities for growth are available.
6. Mentoring and Coaching
More practices are taking a hands-on approach with their staff and beginning to coach their employees. You should aim to improve their skill set and help them to align their growth with their desired career path.
These coachings and mentorships not only provide current or potential leaders with a champion of sorts to provide consistent feedback and support but they also promote strong internal relationships that help increase the likelihood of employee retention and success.
Let NPPA Recruiters set you up with talented Nurse Practitioners and Physician Assistants that are born leaders.
As baby boomers retire, the vacancies left behind are slowly becoming an all-encompassing problem for many practices across the nation.
As we continue further into 2018, our goal at NPPA Recruiters is to help you fill vacancies with quality leaders any practice would be proud to have. To learn more about our services, contact us at (956) 772-1400 or (214) 351-3880 today.