Date of Graduation

Fall 12-13-2019

Document Type


Degree Name

Doctor of Nursing Practice (DNP)


School of Nursing and Health Professions




Executive Leader DNP

First Advisor

KT Waxman

Second Advisor

Elena Capella


Abstract Background: The impending exit of the aging nursing workforce, especially nurse leaders, poses a great concern to healthcare executives. Organizations must take action to lessen the impact of nurse leader turnover. Interventions: The author developed a mentoring plan and a curriculum for leader development, based on the Essentials of Nurse Manager Orientation adopted from the American Organization for Nursing Leadership (AONL) and American Association of Critical Care Nurses (AACN), for assistant nurse managers (ANM) who are new to the role. The curriculum was implemented for two cohorts of nurse leaders within the first two years of their hire date. Each participant was assigned a mentor, who they met with regularly and served as a resource. Measures: The AONL/AACN Nurse Manager Inventory Tool self-assessment of competency and a 23-question demographic and satisfaction survey were completed by the participants before and after the learning development and mentoring sessions. Results: The participants reported a mean raw score improvement of 1.20, a 59% improvement, for all competency areas of the Nurse Manager Inventory Tool four to six months after the first learning session and mentoring activity. The results showed an increase in the ANM satisfaction with the on-boarding process from a 6.3 to a 6.7 score and an increase in overall ANM satisfaction with their jobs from 6.4 to a 6.5 score on a 7-point Likert scale. Conclusion: Succession planning is a deliberate strategy taken by organizations to develop the workforce to ensure smooth transition and stability in leadership to support the frontline staff in ensuring safe and quality patient care. Keywords: succession plan, leader development, nursing shortage, satisfaction