Are You Reluctant to Lead?

Considerations for Your Career Path

Perioperative leaders are in high demand, but the pool of leader candidates is the smallest it’s been in years.

A shortage of nurses in general is partially to blame. But the demands of leadership combined with a lack of training are keeping many nurses from wanting to be in charge.

Fortunately, there is a shift in thinking to prevent leaders from being put in a role without enough training and support to succeed. That's according to Carole “Gert” Mayes, PhD, RN, NPD-BC, CNOR. As a nursing researcher Mayes is well known for drilling into the data driving nursing trends. Lately she has been exploring the underlying causes for a reluctance to lead in perioperative nursing. And how future nurse leaders can set themselves up for success. She gave us some key points from her findings.

Why aren’t there enough leaders in perioperative nursing?

When it comes to a nursing leader shortage, Mayes finds the reasons are many:

• More than 50,000 nurses who had 10 years of experience left the profession following the COVID-19 pandemic.
• Student exposure to perioperative nursing is still lacking.
• Younger nurses are voicing an unwillingness to serve in leadership positions. Especially if the role requires more than the traditional 8, 10, or 12-hour shifts.
• Current leaders are not getting the development and support they need to succeed.

Reports suggest some nurse leaders are lucky to receive four weeks of orientation or training in their new role. There is also a common inability to disconnect from work at the end of their day.

Without addressing these barriers, Mayes says “our ability to grow the leader pool is at a standstill. This is a stark reality that hospital and outpatient leaders are (or should be) working to change.”

What’s changing to grow healthy, happy leaders?

On a positive note, Mayes is seeing more healthcare organizations formalize leader preparation. This leadership training is building a stronger foundation emphasizing:

• Leader expectations
• Training for required skills
• In-Depth orientation
• Mentorships

Mayes thinks academic curriculums should also incorporate leadership training.  “Suppose we expect leaders to have an advanced degree. Should we not include leadership activities such as billing, CPT codes, union contracts, staff engagement, FTE calculations and justifications and employee management in nursing education programs?”

How a reluctant leader candidate can advocate for what they’ll need?

If you are entertaining leadership, odds are you want to make a difference. You also likely want to be a positive role model for change to drive a positive work environment and positive patient outcomes.

These are the upsides to leadership. But staff nurses who could be leaders see the high demands of the job their leaders face. Often requiring major sacrifices to their health and personal life. To some extent, Mayes says this unhealthy imbalance to be a nurse leader is changing. In part, because younger generations won’t do it.

“If you want to find a way to be a leader who can balance wellness, work and personal life, now is the time to ask,” Mayes suggests. Though she cautions that a realistic look at how your job and life will change as a leader is important. This is where finding the right support can be key.

Why finding a mentor is your best bet?
Research and anecdotal advice from longtime nurse leaders overwhelmingly suggest the need for a mentor to lean on. Seeking a mentor before you are a leader can give you to a taste of leadership realities. It might give you a chance to shadow your current leader for a few days or serve an interim role when needed.

Beyond getting a feel for leadership in practice, establishing a connection with a mentor can ensure built-in support if and when you make the leap to be a leader. Mayes suggests finding someone who can recognize when you are struggling or becoming overextended. “Ultimately, nurse leaders need a mentor or friend who will help ground them during hard times and celebrate the good times.”

How can reluctant leaders prepare themselves for the role?

“Do your homework,” Mayes stresses. Here are some tangible tools she recommends to start gaining leadership skills and knowledge:

• Explore webinars and other education options through AORN’s Center for Perioperative Leadership
• Consider a Perioperative Leadership Graduate Certificate like this one from Edgewood College
• Get inspired with a good read, such as The Leadership Challenge: How to Make Extraordinary Things Happen in Organizations