Solving the Experience-Complexity Gap in Nursing
Experienced nurses are seasoned with years of clinical knowledge, intuition, and an extensive understanding of the intricacies of patient care. However, retirement waves are reshaping the workforce with the U.S. Chamber of Commerce reporting an estimated 20% of nurses planning to retire in the next 5 years (Hoover, 2024). As these experienced nurses retire and more novice nurses replace them in the workforce, the net level of experience can decrease in response. Coupled with a time of increasingly complex patient care, an experience-complexity gap is the resulting impact on the workforce. Without effective measures to preserve the expertise of RNs, the gap can erode the quality of care a healthcare facility is able to provide.
TruMont’s Specialty RN Fellow Programs are specifically designed to resolve the experience-complexity gap by developing the competencies of nurses beyond their first year. Seasoned RNs are looking for empowerment in clinical decision-making, mentorship & coaching (both to give and to receive), consistent, meaningful work, and career advancement pathways to feel satisfied in their positions. To address these areas, TruMont’s programs emphasize preceptor-mentor development, supporting the path to certification, and developing the leadership skillset of existing staff. Such opportunities close the gap by improving RN turnover and the quality of patient care delivered through providing the resources needed to transfer practice among peers and advance the skill level of the current workforce.
Preceptor-Mentor Development
With a retiring workforce, one way to preserve the knowledge of experienced RNs is by sharing their expertise through preceptor and mentor opportunities. These opportunities foster stronger relationships among nurses throughout their teams while preparing staff for increasingly complex care. Although preceptorship and mentorship have extensive benefits in nursing, it can be difficult for experienced nurses to fill this position. To support this transition, preceptor-mentor development helps experienced RNs step into this role and make the most of their time with more novice nurses. As explored in research published in Nurse Education Today, preceptor/mentor education has been found to be advantageous to one’s approach, understanding of the teaching and learning process, and professional development (Myrick, 2011).
Through lessons on adult learning, relationship building, and models for providing feedback, preceptor-mentors are prepared to offer effective guidance to accelerate the transfer of practice. With effective preparation, nursing teams are equipped to engage in an exchange of expertise that accelerates the development of critical thinking skills while strengthening nursing teams in the process.
Advance the Expertise of Experienced Nurses
Beyond nurturing the transfer of practice among nurses, offering learning pathways towards specialty certification contributes to effective stabilization of the nursing workforce. As discussed in a literature review presented at the International Council of Nurses, “in the context of nursing shortages and increasing burnout, certification offers a strategic approach to retain skilled nurses and enhance patient care quality” (Bautista, 2025).
Specialty certification is a powerful tool in improving nurse retention by strengthening the competence, confidence, and long-term career commitment of seasoned RNs. Research published in The Journal of Continuing Education in Nursing found that when assessed pre- and post- certification, RNs reported higher satisfaction in practice, assigned tasks, and team interactions. As a result, certified RNs are more likely to remain with their employer, contributing to a more stable, experienced workforce that sustains quality patient care (Lange, 2009). On this journey, supportive learning pathways provide the resources needed to foster resilience in practice and encourage nurses to validate their skills through certification. As an academic partner, TruMont’s Specialty RN Fellow Programs blends online clinical learning modules with insightful Faculty Coaches and cohort conferences to empower nurses to take ownership of their practice. Helping to strengthen the workforce by validating clinical skills, curbing burnout, and boosting the long-term intent-to-stay of nurses.
Leadership Skill Refinement
In addition to a gap in the clinical competencies, a discrepancy in leadership skills can result from experienced nurses exiting the workforce. This poses a threat to both nursing teams and the patient experience as these qualities are integral to delivering quality patient care, effective collaboration, and long-term workforce development (Northeastern University, 2026).
By strengthening these qualities in nursing staff, healthcare facilities can empower future nurse leaders to serve as guides in their daily practice while preparing them for greater responsibilities. Research has found that healthcare organizations that offer leadership programs were associated with having a staff with greater confidence in practice, improved patient safety and satisfaction, as well as benefiting nonparticipating staff (Seidman, 2020). With expert nursing faculty, TruMont focuses on understanding delegation, chain of command, and effective communication and developing these skills with real-world insight into how these concepts transfer to practice. In this way, programs act as a support system to nurture successful nurse leaders prepared to utilize their experience to sustain stronger nursing teams.
Solving the experience-complexity gap in nursing requires a strategy that speaks to the nursing pipeline beyond the transition-to-practice experience. By focusing on the skill and professional development of experienced nurses, healthcare facilities support the transfer of knowledge, enhance RN turnover, and advance the overall skill level of the workforce. In encouraging preceptor-mentor development, attaining specialty certification, and enhancing leadership skills, TruMont’s Specialty RN Fellow Programs help organizations effectively future-proof their workforce.
References
Bautista, M., Furtado, L., Huntley, J. (2025). Enhancing job satisfaction & retention in the nursing workforce with specialty certification. American Board of Perianesthesia Nursing Certification. https://www.cpancapa.org/abstract-enhancing-job-satisfaction-retention-in-the-nursing-workforce-with-specialty-certification/
Lange, J., Wallace, M., Gerard, S., Lovanio, K., Fausty, N., & Rychlewicz, S. (2009). Effect of an acute care geriatric educational program on fall rates and nurse work satisfaction. The Journal of Continuing Education in Nursing, 40(8), 371–379. https://doi.org/10.3928/00220124-20090723-03
Myrick, F., Caplan, W., Smitten, J., Rusk, K. (2011 April). Preceptor/mentor education: A world of possibilities through e-learning technology. Nurse Education Today, 31(3), 263-267. https://doi.org/10.1016/j.nedt.2010.10.026
Northeastern University Bouve College of Health Sciences School of Nursing. (2026 January 6). Leadership skills in nursing: From classroom to clinical practice. https://absn.northeastern.edu/blog/leadership-skills-in-nursing/
Seidman, G., Pascal, L., McDonough, J. (2020). What benefits do healthcare organisations receive from leadership and management development programmes? A systematic review of the evidence. BMJ Leader, 4(1). 21-36.
U.S. Chamber of Commerce. (2024, January 29). Data deep dive: A national nursing crisis. https://www.uschamber.com/workforce/nursing-workforce-data-center-a-national-nursing-crisis
To Cite This Article
Carden, I. (2026, May 7). Solving the Experience-Complexity Gap in Nursing. TruMont.
