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...and the CEO often is delayed, ignored, or postponed until it is almost too late. At least 30 % of mental healthcare CEOs and senior managers will be of retirement age in the next five to ten years, according to the National Council for Community Behavioral Healthcare (NCCBH), meaning CEO succession planning is a critical workforce shortage issue. This article addresses some of the considerations and succession-planning steps necessary to prepare an organization for the next generation of behavioral healthcare leadership.
Starting the Process
When should a board and CEO begin succession planning? Picking a leaving date is one of the most difficult steps for a CEO. Therefore, to help a CEO overcome this barrier, the board president and CEO should engage in a discussion about strategic planning for the organization and set a date three to five years in the future when the CEO thinks he/she would like to stop working full time. This is particularly important to do if the CEO is not in good health. If the CEO is not ready to commit to a specific leaving date or exit time frame and the board is happy with his/her...
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