Building the Future: Strategies for a Strong Nurse Leader Pipeline

Deborah Krauser, DNP, APRN-BC 
Sasha Smith, MSN, RN, NE-BC

Factors such as the ongoing retirement of baby boomers, coupled with the post-COVID exodus of our most experienced nurses and the increasing complexities facing acute-care facilities have resulted in multifactorial operational challenges for nursing. An estimated 75% of nursing leaders are expected to retire over the next few years (Sanborn, 2017). When nursing leaders are established and consistent, we have improved patient outcomes and higher nurse retention and engagement. Conversely, when these leaders exit the organization, there is a risk of great disruption which causes these metrics to plummet. This makes engagement and retention top priorities. However, Sherman notes staff nurses are frequently promoted to front-line nurse leader positions without proper training and development. She adds that nurse leaders who rely on their dated clinical experiences to make informed decisions cannot effectively respond to this new environment (2024). Additionally, incoming nurse leaders often lead older, more experienced nurses which adds to the complexity of the nursing leadership skills needed to engage generationally diverse teams (DeDiemar, 2023). Confident and competent nursing leadership is vital to execute positive outcomes successfully. Ineffective or absent leadership disrupts patient care and overall organizational culture.

Leaders at HCA Healthcare North Florida Division, faced with these challenges, determined our problem to solve was filling the ongoing critical need for nurse leaders. How do we, on a broad scale, develop nurse leaders from the front lines to the executive suite, with the skills, sophistication and knowledge to guide and grow our future workforce? As the health care environment continues to increase in complexity, the presence of strong and capable nursing leaders is becoming progressively more critical.