Succession Planning in Public Health: Just Ask

One issue we don't really deal with in the book, but that we know is important to public health planning and practice, is the idea of succession planning in public health. As the workforce ages and retires, who is going to replace you at the helm (or even in the galley) of these important organizations? Who in their right mind would want to take a job in a public health department, with its maze of bureaucratic requirements, its never ending list of needs and much shorter list of resources, the worries that follow you home after long days that you think will never end? For that matter, in an era when politicians themselves seem to disown the hand that feeds them, complaining about "big government" as they cash their paychecks and enjoy their benefits, who would want to work in government at all?

A recent Gallup Poll had some encouraging advice: just ask.

Despite generational differences in priorities, information sources, and modes of communication, a majority of Americans now say that a job in public service would be appealing. Yet, 60% of those under age 30 say they have never been asked to consider a job in government. However, if asked by their parents (33%)or the newly elected President in 2008 (29%), a significant share of Millennials say they would give such a request a great deal of consideration.

What does that mean for you in public health? One thing it might mean is that there are people in your organization who want to move up the ladder, but haven’t been invited. Think about asking them to join action teams for future projects or decision-making tasks. Consider giving someone on your staff a task you now do, and see how he or she handles it. When you delegate a responsibility, really delegate it: get it off your shoulder and onto theirs, and see how they do without micromanaging. The staff member might find they really like the added responsibility, might discover a skill they didn’t know they had. Finally, introduce them to public health business planning ideas -- to inspire and motivate them to work to build sustainable programs. You might discover someone you want to groom for bigger and better things within the organization.