Addressing Succession Gaps with Interim Executive Leadership

Succession planning for executive roles for healthcare organizations is a key part of talent management. So, too, is the use of interim executives when succession planning fails or there is not a suitable internal leader to assume a higher position. A viable and valuable solution to open executive positions is the employment of interim executives.

The demand for interim leadership in healthcare has grown significantly, WittKieffer principal Adam Burns recently told writer Melanie Blackman of HealthLeaders.¬†“Over the last three years, the demand for interim C-suite leaders has been increasing,” Burns says. “A lot of those folks who are baby boomers are exiting the workforce. And so, they’re leaving, there’s not an internal successor in place, they will typically look to us or another company or even maybe an independent consultant to fill that position on an interim basis.”

The healthcare industry is feeling the effect of the great resignation, Burns told Blackman. “For a lot of organizations, it is daunting that they’re seeing so many leaders leave,” he continues. “Especially if you have a CEO leave, there’s always a trickledown effect. But what we’ve tried to encourage our hospital and health system clients to see is while there’s going to be change, and the access to leaders on a permanent basis might be a little bit more difficult, you also have the opportunity [to tap into] probably the biggest talent pool in history on an interim basis when you need it.”

Burns goes on to share with Blackman the opportunities and risks that healthcare organizations face in turning to interim leaders, and why the demand for interim executives will continue to increase.

Read the article: Addressing Succession Gaps with Interim Executive Leadership