Succession leadership is one of the most critical – and often most overlooked factors in creating leadership continuity in senior living organizations today. The hard fact is that the average age of Senior Living executives in the US is increasing and is estimated to have surpassed 50, with many of those executives nearing retirement. This growing leadership gap makes senior living leadership development essential for organizations to maintain stability and success. In a 2018 Ziegler survey, it was reported that more than 70% of not-for-profit senior living CEOs were expected to retire within the next 10 years, highlighting a significant impending turnover in leadership. So, how do organizations plan not just to survive, but to thrive and profit from this impending turnover?
Jeff Harris, CEO of Jeff Harris & Associates, says that while many current senior care leaders are ageing out of their organizations, many of these organizations are not prepared for a successful succession that will ensure continuity in leadership to the next generation. He says that in order for organizations to mitigate the impact of turnover and forge a stable path forward, it’s essential that they position themselves by creating comprehensive succession plans.
So, how can senior living leadership help to shape their successors?
Spot high-potential talent internally
The first step is identifying team members with leadership potential – those who not only perform well, but who demonstrate the emotional intelligence, adaptability, and initiative that strong leadership requires.
It’s not always the loudest person in the room, but rather the one who is an observer, asking the right questions, or stepping up when something goes wrong.
Look for staff who consistently model your organization’s values, show curiosity about how things work, and seek feedback. And don’t overlook emerging talent in unexpected roles – leadership can come from any level.
Develop External Feeders
Building strong relationships with colleges and universities that offer Healthcare Administration programs is a powerful way to access emerging talent. Hosting career days, offering internships, or serving as a guest speaker can position your organization as a trusted industry partner while helping students explore real-world opportunities. These engagements not only strengthen your talent pipeline but also reinforce your organization’s visibility and reputation within academic communities. By investing in the next generation of leaders, you foster loyalty and expand your network with future-ready professionals.
Create individualized growth paths
Creating established career paths that highlight long-term growth and regularly communicating them to your team not only builds a pool of potential future leaders. It also fosters longevity and stability within existing teams. Once you’ve identified potential, the next step is providing a path forward. Generic training programs aren’t enough. High-potential employees need development plans that are tailored to their strengths, career goals, and areas for growth.
Pair them with mentors, let them shadow experienced leaders, and help connect workplace outcomes to their career goals. These experiences build skills and help employees envision a future where they can grow and make an impact. This approach is key to effective senior living leadership development.
Refine leadership training over time
Like any part of your business, leadership development should be evaluated regularly. Are your emerging leaders staying with the company? Do they successfully step into new roles? Are the teams they lead thriving?
Feedback loops – both from the leaders-in-training and those around them – can help refine your approach. Maybe a certain training module needs adjusting, or mentorship programs need more structure. Staying responsive ensures your investment in future leaders pays off in the long term.
If an organization wants to develop better leaders, it must lead by example. Because, as Harris says, “Great leaders don’t just manage – they inspire. By identifying room for growth early, supporting your staff consistently, and continuing to evolve the way you train them, you can set employees – and the organization as a whole – on a pathway towards success in senior living leadership development.