Succession Planning: Getting your Med-Peds house in order

Program Director Skills Development 2.0Jimmy Stewart, MDUniversity of Mississippi Medical CenterMPPDA Pre-CourseMarch 24, 2015

Disclosures I have no disclosures.

Objectives1. Review basic leadership transition principles

2. Identify key aspects of your program to begin creating transition documents

3. Apply transition principles to four different transition situations

Roy

Principles of Transition 50 different shades of transition…

Common Vision/Culture “Culture trumps Strategy”

What is your Med/Peds common culture?

Is everyone aware of this?

Process What describes your day?...week?...month?...year?...NAS cycle?...

Where are they located?

Who has access to them?

Who understands the why behind them?

What are the essential meetings?

The 4 Roles1. Fit – Improving organizational IQ

2. Focus – Clarifying expectations

3. Future – Defining priorities

4. Friends – Forming connections

Continuous Planning Cycles not spurts

NAS

Choosing a Successor(s) Size determines depth which determines leadership gaps

Program needs

Leadership potential (substrate)

Faculty Development Survey of internal talent – who is here (or potential faculty) and what are their strengths?

What do they need to fulfill their purpose in the program/personal lives?

Choosing the PD who is not there Help leadership choose the right PD

SWOT analysis of program (PEC)

Communication Must include all aspects of transition process

Top – down

Bottom – up

What are some of the things that need to be communicated?

Top 10 Communication Messages1. Why Change?

2. What will happen if we don’t change?

3. What will it be like to change?

4. What will change?

5. What will not change?

6. Who will lead the change?

7. How will we manage the change?

8. When will the change occur?

9. For faculty: How does the change affect me and my ability to do my job and maintain my relationships (culture solidarity)

10. For faculty: What is expected of me? What will happen if I don’t participate? What will happen if I do?

Small Group Discussion Transitional Cycle Identification – Where are you in your program transition?

Small Group Discussion Process/Materials/Location – What needs to be described? Non-duplication of effort

Small Group Discussion Faculty Development (preparing the next leader) How can you help your faculty mature?

Small Group Discussion1. Fit – Improving

organizational IQ

2. Focus – Clarifying expectations

3. Future – Defining priorities

4. Friends – Forming connections

1. Replacing the Legend

2. Picking up the Pieces

3. Dealing with Stagnation

4. Starting a new program

Summary Continuous planning for leadership transition is program-centric and avoids gaps in effectiveness.

Successful transition depends upon developing a strategy of fit, focus, future, and friends to adequately communicate and execute a smooth transition.

Choosing a successor(s) requires skill assessment and development (faculty development) along with a clear understanding of your program needs.

Questions?

jstewart@umc.edu

jimmystewart4@me.com