As healthcare executive leadership transitions become more common, guidance often focuses on search and onboarding. In a Jan. 20 article published in Nurse Leader, five nursing leaders addressed the gap that often exists during the exit and immediate postdeparture period.
Through first-person accounts of their own leadership transitions, five themes emerged: identity disruption and ambiguous loss, the emotional curve of executive exits, network capital as an early stabilizer, financial readiness as part of leadership readiness, and well-being as an operating system — not an add-on.
The insights come from Bob Dent, DNP, RN, CEO and founder of DBD Coaching & Consulting and a former chief nursing officer; Cole Edmonson, DNP, RN, CEO of Nurses on Board Coalition; Pat Patton, DNP, RN, chief nursing officer of Seattle-based Providence Swedish; Marena Hildebrandt, DNP, RN, managing editor of the Interdisciplinary Journal of Partnership Studies; and Janice Walker, BSN, RN, system chief nursing officer of Gainesville, Fla.-based UF Health.
The leaders also shared recommendations for what healthcare executives should prioritize during these transitions in the first 90 days.
First 48 hours: Stabilization
In the first 48 hours, stabilization is key. The authors recommend leaders:
- Draft a neutral departure statement
- Schedule three priority conversations: benefits or human resources, legal counsel, and a coach or mentor
- Protect personal well-being through sleep, hydration and movement
- Debrief with family on finances and boundaries
- Preserve reputation by avoiding online venting and designating one trusted confidant for processing
Days 2-30: Structure and signal
Executives can create structure and momentum by:
- Writing a one-page brief outlining outcomes, metrics and endorsements
- Reviewing financial decisions, including insurance coverage options, severance implications, retirement accounts and a projected six- to 12-month cash flow
- Activating their network through targeted outreach
- Refreshing their resume and LinkedIn profile and drafting a concise purpose statement
- Maintaining a daily reset block that includes movement, reflection and outreach
Days 31-90: Build momentum
The next phase centers on deliberate forward movement:
- Exploring short-term consulting or interim assignments and scheduling exploratory conversations
- Completing a credential, certification or focused course
- Adjusting financial plans and setting a quarterly review with a financial adviser
- Engaging in community service or professional contribution
- Committing to a primary next-step path and outlining a 90-day execution plan
What CEOs, boards and human resources can do
- Instituting a humane exit protocol can reduce disruption and protect the employer brand, the authors wrote. They outlined four organizational focus areas:
- Notice: When possible, provide transparent communication and allow departing leaders to share a brief farewell message.
- Handoff: Within the first 48 hours, appoint an interim leader and clarify decision rights to maintain operational stability.
- Support: Standardize transition packages that may include coaching support, legal or outplacement consultation, benefits navigation and access to well-being resources.
- Alumni: Develop alumni pathways through newsletters, mentorship opportunities, advisory roles or potential boomerang recruitment.
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