A nurse practitioner (NP) colleague told me about a recent state meeting where she knew she would see many NP friends her same age who she had not seen for a long time. When she entered the meeting, however, she did not recognize anyone!! The room was filled with gray-haired, elderly women, and she could hardly identify any of them!!
We are all aware of the graying of nurses and the escalating nursing shortage as colleagues reach retirement age and leave the field. Many NPs are also heading for retirement, but unlike nurses in general, there are also many new NPs entering the profession. The problem is that there are far fewer new NPs who are stepping up to work in legislative action, organizational leadership, or precepting. Reports from around the country suggest that the visible NPs who serve are often the same NP leaders who have always been there.
Increasing Volunteerism
A group of leaders from NP organizations in the Midatlantic region recently met to compare issues within their states. Increasing NP volunteerism and service was high on the list of goals for each organization. This task is cardinal to the survival of NPs, but how to enlighten practicing NPs who do not understand the vulnerability of their role and the need to volunteer for service in NP organizations is a difficult question.
Most NP organizations rely on the talents, experience, and knowledge of NP members who have been in leadership roles for years. Nurse practitioners who realize the need to serve the profession tend to keep serving and do so in different positions. They know that it takes tremendous effort to serve as volunteers but were willing to make the commitment. As these individuals leave the NP role due to burn out or retirement, some will be replaced by newer NPs bursting with the enthusiasm of the new graduate. These individuals, as mentored by their NP elders, will become aware of the history, the issues, and the challenges, and move into leadership positions. New NP leaders without this important background information are more likely to make mistakes. Proper role socialization by others in the organization is required to help prepare these new leaders to deal effectively with the latest issues and challenges.
Growing a Leader
How do NPs grow future leaders? The challenge begins while they are yet students and continue as they develop clinically and gain professional experience.
University NP programs should begin NP role development as students enter the educational process and continue through every course. Nurse practitioners need to emerge from educational programs with a strong commitment to maintaining the NP role professionally, legislatively, and organizationally. Nurse practitioner organizations can help facilitate the transfer of these educational aspects through close relationships with the university faculty.
Existing NP organizations have to reinvent themselves to include more people in the work of the organization.
NPs need to emerge from educational programs with a strong commitment to maintaining the NP role.
Organizations should also adopt ways to recruit and mentor new people. Enthusiasm to serve is generally not enough. Activities that develop leadership should be cultivated. As new NPs learn the organizational culture, gain experience and clinical knowledge, they should gradually become eligible for leadership positions.
Nurse practitioner organizations often gain members and volunteers during times of legislative or professional crisis. When NPs realize their own jobs are at risk, they are more likely to be supportive of organizations that can do what individuals cannot. Organizations need to capitalize on times of membership expansion, but then provide membership benefits that convince these new members to remain in the group. Activities that sponsor role support and cohesiveness will help this process.