without changing the first three strategies that i had outlined before the professor feedback, i want you to edit the fourth strategy according to the professors feedback that i will post below my response Succession Planning Strategies Strategy 1: Implement Cross-Training Programs As a primary success strategy the HIM department will deploy staff member training across multiple clinical positions to ensure operational readiness in case of role vacancies. Operation continuity for the department will remain uninterrupted when staff absence occurs because of illness or vacation. Each role in the department will use a structured cross-training program that switches employees between coding, document imaging and identity management responsibilities. The combined plan reduces key role vulnerability by enabling staff members to learn new competencies that enhance their future career growth prospects. Strategy 2: Develop a Mentorship Program To support the advancement of departmental leaders the organization will establish a mentorship initiative. Experienced personnel from the department will mentor less experienced employees to deliver guidance, career mentoring, and hands-on training. The mentoring approach combines training for leadership aptitudes including decision-making abilities alongside conflict resolution techniques with training for existing job competencies of the participants. This program enables both the development of a growth-oriented work culture along with creating paths to promote from within the organization. Strategy 3: The healthcare organization should initiate leadership training programs designed for personnel who want to become managers. Leadership training programs will become available to competent staff members who exemplify managerial potential when essential leadership positions open up. The educational program will teach necessary abilities including budget oversight together with team management along with corporate decision making skills. The department's leadership preparation efforts will create internal talent pools to fill managerial positions thus decreasing operational disruptions from employee turnover. Strategy 4: Provide Career Development Resources for the HIM Supervisor To prepare for future leadership changes, tailored career development resources will be provided to the HIM Supervisor. These resources will include advanced training in management, exposure to cross-departmental committees, and mentoring from the HIM Manager. The aim is to ensure the HIM Supervisor is equipped to take on higher-level responsibilities and step into the HIM Manager role when needed. This will ensure a seamless transition of leadership within the department. the professor's response Overall, good work on the 3 strategies for the manager's position. However, there is a bit of disconnect with the supervisor position. It appears the succession planning is geared toward the supervisor learning managerial duties. However, it should be geared towards those that are wanting to learn the supervisor role.