Time is the greatest barrier that is encountered by nursing leaders. Apart from the rigorous shifts that nurses must work daily, those in positions of leadership or those aspiring for such positions must create more time to pursue leadership development (Bianchi Et al, 2018). This may lead to fatigue and burnout. The inability to create time for leadership development makes nurse leaders (and aspiring nurse leaders) feel powerless and ineffectual. Another organizational barrier arises from limited leadership opportunities. Most organizations provide very few leadership roles and as such nurse leaders are overwhelmed at work, with little or no room for growth. The perception that nursing leadership must be further developed also causes a barrier to nursing leadership. Leadership is inherent in a person and since most nurses are swamped at work, the organization could pick a nurse who already displays leadership qualities, without having them go back to earn leadership credentials. There is also the absence of nurses in policy making since most organizations do not deem nurses as revenue generators (Murray Et al, 2018). This effectively invalidates nursing leadership, and the voice of nurses goes unheard. Organizations must change their culture on the perception of nursing practice to ensure that the leadership roles of nurse leaders are not rendered ineffectual.
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