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Trustee Insights Archive Editions

Trustee Insights I Archive includes previous editions of the AHA’s enhanced digital resource for hospital and health system boards and leadership. This robust ­monthly digital package includes insights and analysis on the changing dynamics in the health care field and what they mean for boards, as well as other rich resources to help achieve high-performing governance.

Evidence-Based Approaches Make Succession Planning More Intentional and Effective

Proper hiring of people at all levels needs to be done with a focus on succession planning. Hiring should not be done in a vacuum and must weigh the short- and long-term departmental and broader organizational needs. Leaders need to surround themselves with others whose skills complement their own.

CEO Succession Planning - Your Must Dos

On-Demand Educational Webinars
This webinar examines the best practices of CEO succession planning in a health care setting. Bill Westwood, Senior Client Partner, Korn Ferry presents a thorough description of the process to follow to ensure that succession planning is smooth, efficient and objective. He offers specific recommendations for the roles that each party plays in the process, and what risks should be avoided. Board members, incumbent CEO's and potential CEO's will learn how to prepare for and execute succession planning in their organizations.

Podcasts

Trustee podcasts from the AHA.

Assessing Overall Board Effectiveness: Key Elements for Success to Consider

Investing time now in evaluating and enhancing board effectiveness can accelerate organizational results for years to come.

7 Tips for Successful Online Board Meetings

Hospital governing boards can take steps to ensure the digital boardroom is productive and enjoyable.

Taking Responsibility for Transitions at the Top

Succession planning is a high-stakes governance responsibility. The significant costs of protracted CEO searches and failed replacements are well-documented. Yet, data from the for-profit and nonprofit sectors continue to show that many boards aren’t focusing enough attention on succession planning or on getting it right.