Stepping into a leadership role for the first time is both exciting and overwhelming. Many new nurse leaders describe it as moving from being an expert clinician to suddenly becoming a novice leader. The skills that made you exceptional at the bedside don’t always prepare you for leading people, managing resources, or navigating organizational complexity. I still remember stepping into my first director role at just 29. I had led programs before, but never staffed units, and suddenly I was responsible for a 125 million dollar budget and a busy emergency department. As a new mom and a new director, imposter syndrome hit hard in that moment, I had to figure it out. This meant I had to find a place where I could learn about being a nurse leader, not just any leader.
The Confidence Gap for New Leaders
When role transitions happen and we step into new spaces, confidence is often the biggest hurdle. It is not a lack of knowledge or passion for the work, more so it is that leadership brings a whole new set of responsibilities. Difficult conversations, staffing decisions, financial accountability, and team advocacy can stretch us.
I felt that gap deeply. The transition from program leadership to overseeing operations, finances... my perspective shifted quickly; I questioned whether I was enough for the role. I found that confidence was not about having all the answers, it was about showing up consistently for the team I had the privilege to lead and knowing that the more I showed up for them, the more they would show up for me.
At this time in my career there were not formal programs to on-board you to nursing leadership or guide you through the various challenges and emotions. There was however, the AONL Director Fellowship and I recall applying 8 months after my start as a director. The fellowship gave me a network of colleagues and a time to learn uninterrupted about leadership. Now, fast forward to today and there is the Transition to Nurse Manager Practice program which probably could have eased my mind A LOT in the beginning of my big transition.
What we see in TTPNMP now is very similar to what I experienced. Participants often begin the program unsure of themselves and uncertain about how to handle the weight of leadership. By the time they complete it, they report a noticeable shift in how capable and prepared they feel to take on the demands of leadership while recognizing the responsibility of the role. It mirrors the transition we all felt going from student nurse to licensed nurse. That responsibility shift hits when you take report solo for the first time, and the same thing happens when you suddenly get your new office keys.
What We’ve Learned from TTPNMP About Building Confidence
One of the clearest lessons is that confidence grows as competence grows. When new nurse leaders are given tools and practice in areas like budgeting, conflict resolution, and communication, they begin to believe in themselves in new ways.
Another lesson is the power of reflection. When leaders are encouraged to pause and take advantage of their growth, they start to see just how far they’ve come. That awareness reinforces their confidence.
Equally important is the role of peer learning. Being part of a cohort reminds new leaders they aren’t alone. Listening to peers who are navigating the same challenges creates a sense of support and belonging that makes the journey less intimidating.
Finally, confidence is often contextual. Many leaders discover they grow most in the areas that once felt overwhelming, like managing difficult conversations or making operational decisions. The program creates a safe space for them to practice, make mistakes, and grow stronger.
Practical Takeaways for New Nurse Leaders
If you’re just stepping into leadership, a few simple practices can help you build confidence:
Start with one skill you want to strengthen, such as staffing or delegation, and commit to practicing it intentionally. Ask mentors or trusted colleagues for feedback so you can see yourself through another lens. Take time to reflect on your leadership wins, no matter the size. And whenever possible, invest in structured development opportunities, programs like TTPNMP provide a roadmap and a community that can make all the difference.
Why Confidence Matters for Organizations
For healthcare organizations, supporting confidence-building isn’t just about the individual. Leaders who feel capable are more engaged, make better decisions, and are more effective at supporting their teams. That translates into improved retention, stronger cultures, and ultimately, better patient care.
A Final Thought
Confidence doesn’t happen overnight. It’s built gradually, through learning, reflection, and the support of others. The Transition to Nurse Manager Practice program is designed to walk new leaders through that process, transforming uncertainty into courage and capability.
From my perspective, when we intentionally invest in building confidence, we’re also investing in the future of nursing leadership.
American Organization for Nursing Leadership. (2023). Nursing leadership workforce compendium 1.0. https://www.aonl.org/resources/workforce-compendium
American Organization for Nursing Leadership. (2024). Longitudinal nursing leadership insight study. https://www.aonl.org/system/files/2024-01/longitudinal-nursing-leadership-insight-study.pdf
American Organization for Nursing Leadership. (2025). AONL nursing leadership insight study. https://www.aonl.org/system/files/2025-01/aonl-insight-study.pdf
American Organization for Nursing Leadership. (2025). Workforce compendium 2.0. https://www.aonl.org/resources/workforce-compendium
Warshawsky, N. E., & Cramer, E. (2019). Describing nurse manager role preparation and competency development. Journal of Nursing Administration, 49(5), 249–255.