No one is coming to save the nursing profession. We have to save ourselves. These were the opening sentences to my personal statement for my graduation education admission application, and they continue to guide my thoughts around the nursing profession and what we must do to make meaningful change. Over my nineteen-year nursing career, I have witnessed several mindsets that have hindered the profession's ability to advance and make significant changes. Many nurses believe work-life balance takes little effort, growth and development happen automatically with experience, and 'fixing' the system is someone else's job. Unfortunately, our current healthcare system often reinforces these mental models. 

Nurses frequently face the challenge of doing more with less, leading to feelings of overwork and insufficient support. The recent pandemic only accentuated these problems, placing nurses in positions for which they are unprepared and unaligned, causing further overwhelm. In addition, nurses often feel undervalued due to the healthcare system's financial constraints, budgetary pressures, lack of recognition, and continually being placed on the cost side of the healthcare finances. When nurses feel overwhelmed and undervalued, engaging in the professional growth and change efforts that are essential for our profession becomes challenging. Nurses enter survival mode. 

In this month’s Beyond Nurse Residency Podcast episode, I talked with Dr. Nedla Godfrey about Professional Identity in Nursing (PIN). We discussed what it is, why it is crucial, and key things nursing professional development practitioners can do to support new graduate nurses in cultivating a strong PIN for years to come.  

Professional Identity in Nursing is what it means to think, act, and feel like a nurse. It is influenced by and influences the work environment, and the relationship is interdependent and reciprocal. PIN is comprised of four domains: values and ethics, knowledge, nurse as a leader, and professional comportment, or how a nurse carries themselves. Improving PIN positively impacts the work environment, quality and safety of patient care, job satisfaction, and retention.^1-3 

As nurse leaders and nurse educators, we must examine our work to determine where we can begin supporting nurses in their PIN development. Dr. Godfrey explained that it starts in nursing school but extends throughout the nursing career, making integrating this concept into role transition programs vital. Identity (values, ethics, knowledge) drives behavior (nurse as leader and professional comportment). We must leverage our time with new graduates in these residency programs to support professional identity formation by helping them uncover their values, instill strong ethics, and develop competence. Without these key outcomes, it will be impossible for nurses to show up as leaders motivated to collaborate and problem-solve to fix the current system.  

This also holds beyond the first year of nursing. The need to nurture PIN will continue as nurses take on new roles and develop competence in new areas. Providing opportunities for nurses to take on roles such as charge nurses and preceptors and equipping them with the necessary knowledge and skills is critical for nurturing professional identity well into the future. Each step of ongoing professional development allows nurses to practice leadership skills and fine-tune professional comportment. Investing in ongoing professional development is crucial for ensuring nurses receive the support and guidance they need to excel in their roles. When nurses thrive, the benefits extend beyond the individual to the organization, the entire profession, and, most importantly, the patients we serve. The future of the nursing profession depends on our collective efforts. We must take proactive steps to save ourselves, starting with embracing and nurturing each nurse's professional identity formation. By doing so, we can create a resilient, empowered workforce capable of driving the transformative changes needed in healthcare.