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Writer's pictureTamara Ramirez MASFSD, BSN, RN, SD
1 day ago4 min read

Reflect to Connect: How Self-Reflection Can Bridge Generational Divides in Nursing Practice



Today's nurses benefit from a broad spectrum of age diversity. This generational mix brings unique strengths, experiences, and perspectives that can profoundly enrich patient care, team dynamics, and the overall workplace culture. However, age-related bias—a pervasive issue in nursing—often undermines these benefits, creating barriers between team members and affecting the well-being of both nurses and patients. Nurse leaders must engage in and promote deep self-reflection within their teams to unlock the power of age diversity.


The Generational Schism


Ageism manifests in nursing in subtle and overt ways. Stereotypes about older nurses being grumpy, demanding, and resistant to change or younger nurses being inexperienced, poor communicators, and uncommitted can erode team trust. According to a recent Medscape poll, age discrimination is a common issue in healthcare, with 59% of respondents reporting being passed over for employment opportunities due to their age. Furthermore, more (42%) of nurses say they feel most stereotyped compared to other healthcare professionals.


Our profession's age-based biases impact nurse morale and can create significant rifts within teams. These biases, which undermine collaboration, ultimately lead to poor patient outcomes. When nurses feel undervalued or judged based on age, they are limited in their ability to work cohesively, share knowledge, and innovate.


Research from Data USA shows that nurses in the 28-59 age range (Millennial and Gen X) make up 76% of the nursing workforce. This means most nurses are in the prime of their careers, while both younger (Gen Z) and older (Baby Boomer) nurses still make up a quarter of the profession.


The challenge lies in integrating these generations into a cohesive, supportive team. To do this, we must understand that each generation brings its strengths but also faces specific challenges:


  • Baby Boomers bring deep clinical knowledge and mentorship but may resist new technology and view younger generations' desire for work-life balance as poor work ethic or lack of commitment. 

  • Generation X is independent and adaptable but can be skeptical of authority and may feel undervalued. Additionally, with their high value of independence, they may see younger generations' desire for collaboration and encouragement as neediness. 

  • Millennials thrive on collaboration and technology but may expect immediate feedback and recognition, which can sometimes cause frustration in traditional settings.

  • Generation Z offers fresh perspectives and digital fluency but may need help with face-to-face communication and conflict resolution.


Practical Tools for Building Healthy, Age-Diverse Teams

To overcome ageism and its impact on team well-being and patient care, nurse leaders can implement several practical tools:


Establish Brave, Healing Workplace Cultures

Establishing brave healing spaces allows for honest conversations about ageism and other workplace challenges. These spaces create an environment where nurses from all generations feel safe sharing their experiences, learning from one another, and addressing conflicts directly. Biases can be acknowledged, discussed, and dismantled in this workplace environment.


Incorporate a Bias Checklist

A bias checklist is a practical tool that can help nurses identify unconscious assumptions they may have about colleagues from other generations. Nurses are invited to consider the following questions when struggling to connect with nurses of a different generation.

  • Am I judging this person's capability based on their age?

  • Am I more or less likely to collaborate with someone because they are older or younger than me?

  • How might I grow personally and professionally by working with someone from a different generation?

  • Whose voice needs to be added to a discussion or plan?


This simple checklist can be a mental guide to ensure more inclusive decision-making.


Mutual Learning and Mentorship Programs

Fostering mutual learning and mentorship across generations is critical to building a cohesive, dynamic nursing team. Younger nurses can learn invaluable clinical skills and patient care strategies from older nurses, while seasoned professionals can gain insight into the latest technologies and innovations. This two-way learning approach breaks down barriers and helps teams grow stronger together. By actively participating in these programs, each nurse can contribute to the team's growth and success.


Reflective Journaling

Self-reflection is the most powerful tool nurse leaders and teams have in overcoming age-related biases. Reflection allows one to examine how unconscious beliefs and assumptions about age impact personal well-being, team dynamics, and patient care. By intentionally practicing self-reflection, nurses can create a culture where age diversity is not just tolerated but celebrated. This process empowers nurses to recognize and challenge their biases, fostering a more inclusive and supportive environment.


Self-reflection should start with leadership and extend to the entire nursing team. Empowering nurses to engage in reflective practices, such as journaling after a shift or having debriefing sessions, helps them to note unconscious biases that might otherwise go unaddressed. Consider the following reflective prompts for team members:


  • Did I make any assumptions based on my colleague's age?

  • How did I feel about working with someone from a different generation?

  • What did I learn from their perspective?


This practice of reflection encourages personal growth and opens doors to more substantial, collaborative relationships.


Conclusion: The Path Forward

Age diversity is one of nursing's most potent assets, but only when embraced and harnessed through self-reflection. Nurse leaders and teams actively engaging in reflective practices can dismantle age-related biases, improve team well-being, and ultimately enhance patient care. By fostering brave spaces, encouraging mutual learning, and using tools like bias checklists and journaling, nursing teams can turn generational differences into opportunities for growth and innovation.


Ultimately, the goal is not just to coexist across generations but to thrive—by valuing each generation's distinct strengths and recognizing the power of collective learning and understanding. Through reflection, we move beyond stereotypes and create nursing teams that are more resilient, compassionate and united in their mission to provide exceptional care.


 

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