1
Running head: COMPLETION AND LESSONS LEARNED
Completion and Lessons Learned
Student name
Chamberlain University
NR 632 Concluding Graduate Experience II
Date
, 2
COMPLETION AND LESSONS LEARNED
Completion and Lessons Learned
Following the hard work of initiating, planning, implementing, and evaluating the change
project comes the even more difficult process of closing it. Many variables must be considered
when the project manager begins to consider what direction the project will take including who
will assume responsibility over the newly implemented practice, what characteristics this
individual must possess, and how to ensure achieved continuity of the practice. This document
will reflect on the project of implementing a mentorship program to reduce turnover, lessons
learned throughout the process, and what the future holds for the continued success of it.
Project Succession
As the project comes to a conclusion the project manager must consider who will assume
the responsibility of overseeing the programs further development within the emergency
department. Succession planning allows for development of a strategy to preserve the
productivity induced by the planned change to ensure its long-term success (Tucker, 2020). The
new manager must lead in a positive, influential manner. Planning to transfer responsibility over
involves identifying, developing, and overseeing potential candidates that demonstrate necessary
characteristics to manage a project (Tucker, 2020). This might not necessarily be the department
manager, as others may have qualities more specifically aimed at mentoring and responsibilities
for the department manager are already numerous. The best candidate to manage the mentorship
program would likely be the mentor that has demonstrated the greatest accomplishments
throughout the project and has received exceptional evaluation from mentees.
Qualities of a Project Manager
For success, it is important that the successor be both a manager and leader. Desirable
traits include competency, ambition, determination, and the ability to be inspiring (Nelson &
Running head: COMPLETION AND LESSONS LEARNED
Completion and Lessons Learned
Student name
Chamberlain University
NR 632 Concluding Graduate Experience II
Date
, 2
COMPLETION AND LESSONS LEARNED
Completion and Lessons Learned
Following the hard work of initiating, planning, implementing, and evaluating the change
project comes the even more difficult process of closing it. Many variables must be considered
when the project manager begins to consider what direction the project will take including who
will assume responsibility over the newly implemented practice, what characteristics this
individual must possess, and how to ensure achieved continuity of the practice. This document
will reflect on the project of implementing a mentorship program to reduce turnover, lessons
learned throughout the process, and what the future holds for the continued success of it.
Project Succession
As the project comes to a conclusion the project manager must consider who will assume
the responsibility of overseeing the programs further development within the emergency
department. Succession planning allows for development of a strategy to preserve the
productivity induced by the planned change to ensure its long-term success (Tucker, 2020). The
new manager must lead in a positive, influential manner. Planning to transfer responsibility over
involves identifying, developing, and overseeing potential candidates that demonstrate necessary
characteristics to manage a project (Tucker, 2020). This might not necessarily be the department
manager, as others may have qualities more specifically aimed at mentoring and responsibilities
for the department manager are already numerous. The best candidate to manage the mentorship
program would likely be the mentor that has demonstrated the greatest accomplishments
throughout the project and has received exceptional evaluation from mentees.
Qualities of a Project Manager
For success, it is important that the successor be both a manager and leader. Desirable
traits include competency, ambition, determination, and the ability to be inspiring (Nelson &
