Being a preceptor is more than teaching someone the tasks of the job, says this nurse educator.
Editor's note:Emily Berta, DNP, MSN, RN, is a nursing educator and professional development leader, serving as Director of Professional Development and Education at a community hospital and an Adjunct Assistant Professor at Georgetown University School of Nursing. With a background in critical care, progressive care, and emergency nursing, she is dedicated to advancing nursing education and practice.
In my 23 years as a nurse, I’ve seen how the world of nursing has evolved — sometimes rapidly and, at other times, not quickly enough. One of the most pressing challenges we face is the transition of newly licensed nurses (NLN) into the workforce. These nurses, having entered the profession during or after the chaos of COVID-19, are often arriving with less clinical experience than their predecessors. It’s not their fault, of course. Their education has been shaped by a pandemic that upended traditional models. But now, the responsibility falls to us — nurse leaders and healthcare organizations — to bridge that gap and ensure these NLN’s are supported, prepared and confident as they begin their careers.
This is where preceptor training comes in. Being a preceptor is more than teaching someone the tasks of the job; it’s about mentorship and creating an environment where new nurses can thrive. And yet, all too often, we see NLNs being assigned to precept others. While it might seem practical, this practice can set up both the preceptor and the new nurse for failure. Nurses just six months into their careers are often still finding their footing. Expecting them to guide others not only undermines their own growth but also creates a potentially precarious situation for patients and the entire care team.
Structured programs -- such as Fundamental Skills for Preceptors from the American Association of Critical-Care Nurses (AACN) -- offer a solution to this challenge. These programs provide preceptors with the tools, knowledge and confidence to mentor effectively. They teach the art of preceptorship — focusing not only on clinical skills but also on emotional intelligence, communication and fostering a culture where learning is encouraged. Unlike many hospital-developed training programs that focus on policies and procedures, these programs prioritize best practices and human connection.
I’ve seen the impact of such programs firsthand. I recall one experienced nurse who had always been a go-to for clinical expertise but struggled in her role as a preceptor. Her approach, although well-intentioned, left NLNs feeling devalued and afraid to ask questions — a dangerous dynamic in any clinical setting. After participating in a structured preceptor training program, she gained a new perspective. She started to reflect on how her words and actions affected those she was mentoring. When her preceptees shared their feedback, she listened with humility, acknowledging the need to adjust her approach. The transformation was remarkable. She became a more empathetic mentor, and the unit’s teamwork and morale improved as a result.
These changes benefit more than the nurses involved. They ripple outward, improving retention rates, enhancing patient care and creating a stronger, more resilient workforce. When preceptors are well educated, they empower NLNs to navigate the challenges of the profession with confidence. Those nurses, in turn, are more likely to stay in their roles, provide high-quality care and eventually become preceptors themselves.
In today’s healthcare environment, where nursing turnover is alarmingly high, investing in preceptor education is a smart and necessary strategy. Replacing a nurse can cost tens of thousands of dollars, far outweighing the relatively modest expense of educating preceptors. But beyond the financial argument, this investment speaks to the heart of what nursing is all about: creating a culture of care, support and excellence.
Nurse leaders and healthcare organizations must recognize that structured preceptor training is not a luxury — it’s a cornerstone of sustainable nursing practice. By equipping preceptors with the skills they need to succeed, we ensure that new nurses enter the workforce supported and confident, ready to contribute to their teams and provide the best possible care for their patients. Together, we can build a future where every nurse has the opportunity to thrive.
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Nurse anesthetists in Florida are not giving up their quest for autonomy. Anesthesiologists are fighting back, arguing patient safety.
Florida Rep. Mike Giallombardo, R-Cape Coral, has filed a bill to remove physician supervision over certified registered nurse anesthetists, CRNA’s. A Senate companion bill has been filed by Sen. Ana Maria Rodriguez, R-Miami.
Nurse anesthetists in Florida, estimated to number 6,400, have been pursuing a change in state law for 10 years without success to be relieved from supervision of physician anesthesiologists. The intent is to practice independently.
Hundreds of healthcare providers from the Missouri Nurses Association (MONA) headed to the state capitol Wednesday to advocate for legislation to help address staffing shortages and other industry concerns.
Studies show nurses are the largest provider of healthcare services in Missouri, but they're in short supply, according to MONA executive director Jill Kliethermes.
The latest data from the Missouri Hospital Association indicate nurse vacancy rates reached just over 15% in 2023. Additionally, Kliethermes said of the 114 counties in Missouri, all but three are considered healthcare provider shortage areas.
Working in child and maternal health for twenty years, and as a Certified Nurse Midwife for the past five, Libby Mollard has much experience — but she doesn’t have full practice authority. LB676 would change that.
“Certified Nurse Midwives would be able to open businesses and practice independently with their own license, as opposed to having to have a physician’s agreement or approval. One of the reasons that needs to go away is that we’re not necessarily seeing a lot of physicians wanting or willing to sign these and it seems to be a bit of control of the market,” says Mollard, President of the Nebraska Certified Nurse Midwives.
Certified Nurse Midwives (CNM’s), and Certified Professional Midwives (CPM’s) are both midwifery credentials.
"Violence is just part of the job. Every nurse and health care worker experiences it at some point."
Sentiments like this echo across American hospitals and health care facilities, capturing a disturbing and growing reality. Though Americans think of nursing as the most trusted profession, we often fail to see that it’s also one of the most dangerous.
An alarming 8 in 10 nurses face violence at work. As a result, health care workers are more than four times as likely to be injured by workplace violence than workers in all other industries combined.
To lessen hospital nurses’ administrative burden and give them more time for meaningful patient care, Cedars-Sinai is testing an artificial intelligence (AI) mobile app called Aiva Nurse Assistant.
The app allows nurses to use a mobile phone to document patient information in real-time through voice dictation. It transcribes the data, and then—once validated by a clinician—the app files that information directly into the patient’s electronic medical record.
