The case for mentoring in Nursing
The Future of Nursing 2020-2030 (2021) report identifies nurse mentorship as critical in transitioning to a more equitable healthcare system stating that “new and established nurse leaders – at all levels and in all settings – are needed to lead change” (National Academies of Sciences, Engineering, and Medicine, [NAM] 2021, p. 291). The American Organization of Nursing Leadership (AONL) Nurse Leader Competencies (2022) recognizes “mentoring staff” as a key competency for nurse leaders (p. 442). Additional competencies championing the case for mentoring include developing the ability of others, recognizing opportunities for staff, and providing learning opportunities (AONL Nurse Leader Competencies, 2022).
These competencies reflect the broader goals of nurse leadership and leadership development — ensuring that nurses at every stage of their career have access to guidance that supports both clinical excellence and career development. Strong nurse leadership at the unit level begins with experienced nurses investing in the growth of those around them.
Promoting diversity, belonging, and inclusion
Nurse leaders, including charge nurses, play a critical role in building greater diversity in the nursing workforce. A nurse mentor provides a pathway for nurses from traditionally underrepresented communities to achieve opportunities within all areas of nursing, including nursing leadership. A nursing mentor who reflects the diversity of the communities served can also strengthen trust, representation, and a sense of belonging on the unit. Increasing diversity within the nursing workforce, including nursing leadership, is “essential to achieving health equity” (NAM, 2021, p. 290).
What does the literature tells us?
There is little research regarding the role of charge nurses as mentors. Kennedy et al. (2021) paired new graduate nurses with charge nurses as mentors. The study revealed that charge nurses are important to new graduate nurses and encourages the preparation of charge nurses as mentors (Kennedy et al., 2021). Hoover, Koon, Rosser, and Rao (2020) conducted a scoping review of nurse mentoring programs for nurses. While there was great variation in the programs, charge nurses were used as mentors in several programs (Hoover et al., 2020).
Dirks (2021) notes that “mentoring can occur informally or through participation in a structured program”, however, formal mentoring programs “greatly enhance opportunities for a mentee’s individual growth and…professional engagement” (p. e10). An effective mentor-mentee relationship — one built on trust, clear goals, and regular feedback — is what separates a structured nurse mentoring program from informal guidance. The mentor-mentee relationship works best when both parties understand their roles and commit to consistent communication. Minguez Moreno et al. (2023), in their scoping review, found that all mentoring programs “improve practice and retention, enhance nurse performance, and create a supportive and positive environment” (p. 13).
The case for charge nurses as mentors
Charge nurses are expert clinical nurses who work alongside the nursing staff and are responsible for the smooth running of their unit or work setting (ANA, n.d.). As a charge nurse mentor, they are recognized by ANA as “de facto mentor[s]” (n.d.). ANA recognizes that through their presence on the unit, charge nurses function routinely as informal mentors by answering questions and providing feedback, providing direction and education, and serving as a role model for the nursing staff in their work settings.
Charge nurses have already established trust with the nursing staff, therefore, they are positively situated to participate in formal nurse mentorship that is both clinically focused and professionally focused (Hoover et al., 2020). Professionally focused mentoring includes career advice and networking (Hoover et al., 2020). As a leadership mentor, the charge nurse is uniquely able to oversee less experienced nurses and identify growth opportunities that others may miss — supporting team development as well as individual career trajectories. Charge nurses have a unique perspective regarding the nursing staff and may be the first to recognize growth opportunities and potential career trajectories/transitions.The charge nurses’ unique perspective, trust among the staff, and leadership experience make them a critical mentoring resource for organizations. Organizations can boost training for their charge nurses through professional development programs such as the NCharge®: “Nurses Learning to Lead” series. The NCharge series prepares nurses in effective communication, active listening, relationship management, and effective feedback, all of which also support the mentoring role of charge nurses.
What Makes an Effective Charge Nurse Mentor?
Not every experienced nurse is automatically an effective charge nurse mentor. Mentoring is a skill — and like any skill, it can be developed. Here are the key qualities and behaviors that define a strong charge nurse mentor:
• Active listening and constructive feedback. An effective charge nurse mentor creates space for open dialogue and delivers honest, supportive feedback that helps the mentee grow — not just perform.
• The ability to guide without directing. Strong mentors guide mentees toward their own solutions and professional judgment, rather than simply giving answers. This builds confidence and independence over time.
• Commitment to career development. An effective charge nurse mentor looks beyond the immediate shift to help mentees identify their long-term goals, strengths, and opportunities for advancement within the nursing profession.
• Consistency in the mentor-mentee relationship. An effective mentor-mentee dynamic requires regular, intentional touchpoints — not just ad hoc conversations. Charge nurses who schedule check-ins and track progress create the structure that makes growth possible.
• Self-awareness and professional modeling. Charge nurses set the tone for their units. Mentors who demonstrate professionalism, accountability, and a growth mindset give mentees a living example of what strong nurse leadership looks like.Organizations can help charge nurses develop these mentoring skills through structured programs like the charge nurse leadership development program from Catalyst Learning — designed to equip charge nurses with the communication, relationship, and leadership skills that make effective mentoring possible.
American Nurses Association (n.d.). Charge nurse vs. nurse manager: What’s the difference? Charge Nurse vs. Nurse Manager: What’s the Difference? | ANA (nursingworld.org)
Dirks, J. L. (2021). Alternative approaches to mentoring. Critical Care Nurse, 41(1), pp. e9-e16. doi:https://doi.org/10.4037/ccn2021789
Hoover, J., Koon, A. D., Rosser, E. N., & Rao, K. D. (2020). Mentoring the working nurse: a scoping review. Human Resources for Health, 18(52). https://doi.org/10.1186/s12960-020-00491-x
Hughes, R., Meadows, M. T., & Begley, R. (2022). AONL nurse leader competencies: Core competencies for nurse leadership. Nurse Leader, 20(5), 437-443.
Mínguez Moreno, I.; González de la Cuesta, D.; Barrado Narvión, M.J.; Arnaldos Esteban, M.; González Cantalejo, M. Nurse Mentoring: A Scoping Review. Healthcare 2023, 11, 2302. https:// doi.org/10.3390/healthcare11162302
National Academies of Sciences, Engineering, and Medicine. 2021. The Future of Nursing 2020-2030: Charting a Path to Achieve Health Equity. Washington, DC: The National Academies Press. https://doi.org/10.17226/25982.