Every nurse is a leader. Some nurses have the goal to lead others and make changes at the upper levels of organizations. Others prefer to remain at the bedside, where they lead by providing high-quality care.
Because of the virtue of our training and education, nurses are natural leaders. However, we don’t always see ourselves as decision-makers or leaders because we do not receive enough leadership training. And unfortunately, training is usually reserved
for those in formal leadership roles, such as nurse managers and executives. But great leaders are not born; they are developed. Nurses at every level and across all settings should be empowered with the skills to lead.
Early career registered nurses (ECRNs), or those in the first five years of practice, are rarely offered opportunities for professional enhancement or leadership development. Those who express interest in leadership roles often face resistance from seasoned
staff. And that's because we tend to measure experience in years. While experience is important, we should also consider drive, ambition, and aptitude when identifying emerging nurse leaders.
In a time of global nursing shortages, an alarming number of ECRNs are leaving the profession. Studies show that 20-40% leave their jobs within the first two years. That number is on the rise post-pandemic—ECRNs are painfully aware that they are
working for organizations ill-equipped to support their needs.
Many factors contribute to this turnover rate, such as burnout, workplace incivility, and being unprepared to deal with the realities of healthcare. However, many ECRNs are also leaving the bedside and even the profession because of the inadequate leadership
skills of those managing nurses and the lack of opportunities for professional advancement and leadership development.
We need to empower early career nurses to become leaders. Their support is critical to advancing the profession as we move from response to recovery and rebuilding our healthcare systems post-pandemic.
So, what can we do?
After talking to other ECRNs and reflecting on what drove me to leave my previous organization, I created a list of strategies that help support emerging leaders. Leadership begins at the bedside, so it is never too early to engage, empower, and enable
(or the “Three E’s”) early career nurses to be leaders. Here’s what we need to succeed and how organizations can support us:
How to engage ECRNs:
- Adopt a shared governance structure.
- Create a culture of positivity and inclusion.
- Engage them in decisions that affect them.
- Give them a voice in key hospital decision-making.
- Select them to serve on councils and task forces.
- Offer them the opportunity to share their experiences and challenges and ask questions.
- Ask them for suggestions to improve practice.
- Inquire about barriers they are experiencing.
- Use them as preceptors for new staff and nursing students.
- Suggest participation in a professional association.
How to empower ECRNs:
- Give recognition, support, and appreciation.
- Provide continuous feedback.
- Offer one-on-one mentoring sessions.
- Offer an opportunity for them to shadow nurse leaders.
- Help them cultivate personal resilience and develop self-awareness.
- Encourage them to identify their strengths.
- Inspire purpose.
- Encourage them to use their knowledge, skills, and judgment.
- Challenge them to complete a leadership development action plan.
- Encourage improvement and innovation.
How to enable ECRNs:
- Promote a culture of growth.
- Provide leadership development.
- Provide them with the tools needed to increase their knowledge and competence.
- Help them develop their own emotional intelligence skills.
- Encourage them to advance their education.
- Give suggestions for continuing education to develop their leadership skills.
- Support them in pursuing certification in specialty areas.
- Offer them access to information regarding best practices.
- Invite them to attend a conference or seminar.
- Provide on-the-job training.
If you are an ECRN reading this, and you wish these leadership development opportunities were a reality for you, advocate for yourself! Talk to your leadership team about what you need to succeed and how they can support you. A great place to start
is by approaching your manager to see if there are any opportunities for professional enhancement or leadership development. I know that this conversation can feel nerve-wracking. But remember that it is also very exciting! You are motivated to take
the next step in your career, and a great manager will be equally excited about your eagerness for growth.
Most importantly, never lose sight of the leader you are now and the leader you will become. While I am in the early stages of my career and leadership journey, I will be glad to be in your corner as we look for answers together.
Dania Itani Mousa, BSN, RN, CMSRN, is an early career nurse in Los Angeles, California, USA, and a DNP-FNP candidate and clinical instructor at Loma Linda University. In addition to being a United Nations Youth Representative for Sigma, she is a member of Sigma’s Iota Eta Chapter and Gamma Alpha Chapter. Dania is pursuing excellence in nursing practice through advocacy and leadership.