Voice of the President | July 2019

Gone are the days where the major career transition was from employment to retirement. The breadth of nursing opportunities and length of nursing careers, brings a new reality and many of us will experience multiple transitions throughout our professional lives. The prospect of a new role and/or responsibilities generates excitement but can also result in stress and anxiety about what the future holds.  

Time for a change?

Knowing when to make a change is often a different experience for each person. During my career transitions, I don’t ever remember waking up and saying, “it’s time for a change,” though perhaps we’ve all said that on a particularly difficult day! More often, I was attracted by a specific opportunity that would allow me to grow and use my talents. It was less about leaving my current role and more about moving to a new experience. At times, we may feel we’ve made our maximum contribution to an organization and it may be time for someone with a different style or skill set to take the reins.  

In some situations the goals of an organization may no longer align with our own values, priorities and directions. Inability to resolve conflict, particularly in a reporting relationship, will certainly spur a desire for change. In our current health care environment, transitions also may occur due to a merger, reorganization or closure of a program, site or service. Mergers and acquisitions often create change in reporting relationships and position responsibilities. In these situations, an individual may feel a loss of autonomy regarding his or her career path, creating additional stress.  

Most of us are familiar with William Bridges’ transition model described in the 1991 book Managing Transitions. Change is something that happens to individuals and transition is a process that individuals experience as they go through change. This model has three phases—Ending, Losing and Letting Go; The Neutral Zone; and The New Beginning—and is often used to assist others with significant change. 

Ending, losing and letting go

Of course, the transition period doesn’t end once the decision is made and the move to the new state or role is complete. We don’t always give adequate attention to how we leave a role. The timeframe for giving notice may be dictated by the organization and those in formal leadership roles are often expected to provide enough time for a smooth transition. Unless it is a part of a formally agreed upon planned succession process, too much lead time can be difficult for all. Though the circumstances may differ, saying long goodbyes can be a draining process. Two frequent scenarios: your calendar is suddenly freed up or you are working diligently up to the very last minute to finish all outstanding items. The primary work at this stage should be communicating the status of initiatives and plans to those who will now assume responsibility, assisting others with the transition, and graciously leaving and letting go. 

Recognizing that the first-year doubts are temporary is critically important to successfully navigating this period.  

Neutral zone

Sometimes individuals move quickly into the new role leaving little time for preparation and planning. The neutral zone period often extends through the beginning year of a new role and a great deal of effort is spent developing relationships and building credibility. During my “neutral zone” times, I found myself asking why I made this change. I thought back to my prior role where I was familiar with my colleagues, understood expectations and knew that my abilities and motives were trusted. Yet, I also realized that facing new challenges helped to develop additional skills and promoted growth. Recognizing that the first-year doubts are temporary is critically important to successfully navigating this period.  

While grieving (or regretting) the loss of the prior role, colleagues often reach out to let you know you are missed and to share their satisfaction or dissatisfaction with the current state at your past work setting. They may seek advice in handling situations that have arisen since you’ve left. It’s helpful to listen, but also important to keep in mind that new leaders need some space to establish themselves in their new roles. 

In career transitions, the new day-to-day work may be quite different. This is particularly true when we move from site operational roles, to system or industry positions as noted in Cole Edmonson’s article “A Leadership Reflection.” A number of years ago, I moved from a system CNO role that also had operational responsibility for a large medical site to a larger system role with more of a strategic focus. One weekend very early in my new position, I learned of a nearby shooting with casualties and I quickly readied myself to be called into action—as I would have been in my prior role. I waited and eventually called the nursing supervisor at the large quaternary care hospital to see if leaders there needed my help. They did not! The chief nurse at that site fulfilled the primary nursing leadership responsibility. It was quite an adjustment to realize that I was not needed in the same way. 

New beginnings 

As we move through the career transition process, we gradually become more comfortable in the new environment, navigating new processes and developing key relationships. However, not all career transitions result in a wonderful new beginning. Sometimes we make a change and learn that the new role doesn’t match our expectations for a variety of reasons. We may learn what we don’t want to do. Opinions vary on when this decision should be made, but it is wise to journey past the initial doubting stage before making another move. In all situations, it is helpful to tap into our formal and informal networks and supports for advice and guidance. Another new beginning is retirement, which can be viewed as a career transition—a time to reflect on where (and with whom) you want to spend your time and energy.  

The good news: A wealth of opportunities for nurses are available throughout their careers in many care and business settings, specialties and associations. In the article, “Stepping Away: Insights on Taking a Break,” the authors discuss the importance of self-reflection regardless of the reason for a change. Taking time to know yourself—your interests, passions and talents, along with a recognition of the transition process itself, will greatly assist in eventual success and satisfaction in all career phases. 

Advocacy

Yet another role for nurses is in the political arena, advocating for issues that affect the nursing workforce and health care. On May 15, AONL sponsored an Advocacy Day in Washington, D.C., with nearly 130 attendees who visited legislators representing 29 states. Title VIII funding, which supports nursing workforce development, and expanding the advanced practice nurse role in the home care authorization process were two priorities during Capitol Hill visits. It proved to be an educational and exciting day for all with the opportunity to raise our voices in support of key issues. Consider joining us next year on June 4, 2020!