There will, of course, be barriers and obstacles
that might influence the capacity for professional growth. These changes can be described in Bridges’ Model of Transition. The ending phase occurs with a change in the employment setting or a change in roles within the same employment setting (Blais & Hays, 2011, p. 6). As a nurse leader, I will expect reluctance to change when implementing policies, technology, evidence based practices and other aspects of nursing that are continuously changing. I also expect to go through the Disengagement stage. Disengagement occurs when the person is separated from previous familiar settings or roles (Blais & Hays, 2011, p. 6). For example, I am currently in a staff nurse position but as I take on more leadership roles I will need to develop a different relationship with my colleagues that correlate with my leadership role. I expect it to be difficult to transition my current working relationships with colleagues to one that is more authoritarian in nature. I plan to overcome these barriers through open communication, confiding in a mentor, support from friends and family, and by recognizing and celebrating successful transitioning.
Blais, K., & Hayes, J. (2011). Professional nursing practice: Concepts and perspectives (6th ed., pp. 1-14).
Boston: Pearson.
Zimmermann, D. (2013). An essential next step for nursing. Journal of Nursing Administration, 43(7/8), 371–372.