Abstract
Background:
A large percentage of leadership in management and education is expected to retire within the next decade therefore, there is a need to have a formal onboarding and succession plan in place for all levels of leadership in order to maintain positive growth and continued success. The purpose of this project was to identify current resources available to new leaders in respiratory care departments of large academic centers and to identify perceptions of current onboarding practices.
Methods:
A nonexperimental research survey was distributed electronically consisting of ten questions that focused on the orientation resources, educational training and organizational preparedness. The survey was distributed to the directors of all University of California Medical Centers who were to share with their leadership team.
Results:
27 participants responded to the survey. The findings showed an overwhelming agreement in lack of resources and formal onboarding procedures. A lack of a formal structure in orientation and mentorship has made transitions into new roles difficult and caused a delay in production. Findings also include that the continuation of training and support is inadequate for all levels of leadership. The current state of succession planning and organizational preparedness of the organizations within the survey pool is nonexistent or in its infancy at best.
Conclusions:
From the results of this study, respiratory care directors and administrators may better understand the challenges and needs of new leadership. Improved orientations and formal onboarding procedures may support those in management and education who are preparing to exit and those who are just entering.
Onboarding Respiratory Care Leadership Survey Results
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