RN - LPN Power Struggle

[MuscleNurse, BSN, RN]

I'm a School Nurse - RN.  I work in an office with an LPN...side-by-side. This is our 3rd year working together. I've been in the district for 15 years, previously an ER nurse.

The LPN has been in the district for 26 years. I've worked with other LPNs and did not have this. She constantly wants to present that she's the nurse in charge. She takes over conversations, just tries to take over everything and every situation, unless it's a touchy situation, then she'll throw it my way.  I cannot have a conversation with anyone, about anything that she isn't taking over. She does not like to leave me alone, ever.

She constantly has to be in control of everything. She exagerates her nursing knowledge & experiences for attention. I do not want to leave my school, and I was here for 3 years before she was assigned here.

I try to focus on her good qualities, but often she does not know her boundries. I try to "gingerly" explain when I feel she's saying something beyond her/our scope, but I do have to chose my battles. 

She has a very stong personality, and our district Admin. will not touch her. If she's happy here, then she'll be here!  I guess I'm just looking for some coping strategies, because I do not think either of us are going anywhere.

Anyone with a similar experience?

TYIA

[FullGlass, BSN, MSN, NP]

Who does the LPN report to?

[Nurse Beth, MSN]

This is bullying through work interference and sabotage. 

Nothing will change until it's addressed. I would first confront her on it privately and quite firmly. Bullies target those who allow it.

After that, your goals are:

Open communication, working collaboratively, and finding a balance in responsibilities. Always frame and focus your conversations with student well-being in mind.

Establish boundaries. Clearly define roles and responsibilities between the two of you. Acknowledge her strengths and expertise, and agree on how to divide tasks effectively. This can help prevent conflicts and ensure that she feels valued in her role.

As you mentioned, pick your battles carefully. Focus on addressing the most critical issues that impact students or the working relationship. Let go of minor differences when possible to maintain a positive working environment.

Establish regular team meetings or check-ins to discuss upcoming tasks, share concerns, and coordinate responsibilities. Having a structured forum for communication can help prevent misunderstandings and foster teamwork.

Professional development-encourage ongoing professional development for both of you. Attend workshops or training sessions together to enhance your skills and knowledge. This shared experience may strengthen your professional bond.

Self-care -take care of your well-being. Dealing with a challenging colleague can be emotionally draining. Make sure to prioritize self-care activities outside work to help manage stress and maintain a healthy work-life balance. 

If open communication doesn't resolve the issues, consider involving a neutral third party for mediation. This could be a supervisor, HR representative, or a professional mediator who can facilitate a discussion and help find common ground. Familiarize yourself with your organization's policies for addressing workplace conflicts. Understand the formal procedures for reporting concerns or seeking assistance.

Document concerns. Record specific instances, especially concerning students' care or ethical considerations. This documentation could be helpful if you need to escalate the issue or seek external support.

Remember that finding a balance will take time, and it's okay to seek support from supervisors or HR if necessary. Finding strategies that work for your unique situation is crucial.
 

Best wishes ?

[k1p1ssk, BSN, RN]

I loved what @Nurse Beth wrote; I am new to a health services manager role this year, but I took what I've loved about past managers and created my own management style. I, too, have difficult nurses working under me, who have history in the district, and believe it's their way or the highway. With calm and collected criticism, I've gently redirected them and even left these meetings feeling closer and more connected to my staff. One meeting ended with a genuine hug! 

Can you give her ownership over a project?  Something low stakes and rolling, that will make her feel that "she's the boss" of something? Like a reorganization of a workspace or equipment/supplies? Inventory and supply reordering? A educational bulletin board that needs to be re-done every season? 

Clearly define your roles and you can be firm but kind, which I have found to be incredibly disarming, even with strong personalities! 

[MuscleNurse, BSN, RN]

This post was so helpful!   Thank you so much. This makes it sound absolutely doable! I'm feeling much more positive about this now.

I love this forum.

Team meetings, staff deveolpment , documenting, ownership projects! All so very helpful.

[floydnightingale]

An LPN? Really? Is that even still a thing? The last LPNs I worked with were assigned strictly to observation, had limited duties and restrictions on which meds they could give and were only working because they were grandfathered in and that was almost 25 years ago. The only other LPN jobs I'm aware of are in nursing homes. You say you want to keep the job but you need to get out ASAP. If they're letting this go on there's no telling what other toxicity is tolerated. Just go, it'll be worth letting her win.

[Jeepchick97]

floydnightingale said:

An LPN? Really? Is that even still a thing? The last LPNs I worked with were assigned strictly to observation, had limited duties and restrictions on which meds they could give and were only working because they were grandfathered in and that was almost 25 years ago. The only other LPN jobs I'm aware of are in nursing homes. You say you want to keep the job but you need to get out ASAP. If they're letting this go on there's no telling what other toxicity is tolerated. Just go, it'll be worth letting her win.

Yes, of course LPNs are a thing!  I work w/ some amazing LPNs in my hospital!  Why would any facility not utilize its LPNs to the fullest scope of their practice.  That's crazy.  Very few things LPNs in my hospital cannot do.  They cannot initially assess the patient, cannot push IV pain meds. or any medication that lowers the BP, cannot administer blood, but can witness/co-sign it, cannot 'give report' or 'take report' w/o an RN present, cannot do IPOCS, which takes a whole minute to, and most everything else they do.  This is such a foreign concept that ALL nurses are not being fully utilized.  

[Patricia Ordnung]

I was an LPN for many years in many areas  before I became an RN.  Yes. LPNs are a "thing".    I respectfully ask people to stop treating LPNs like "things", because that mindset is the root of the RN-LPN power struggle.  Thank you!!

[MuscleNurse, BSN, RN]

I too was an LPN, for 21 years before I became an RN. I'm pretty sure I never  behaved like that. I acknowledged the difference. I have met some (I say some) LPNs that refuse to acknowledge that there is a difference.

[k1p1ssk, BSN, RN]

floydnightingale said:

An LPN? Really? Is that even still a thing? The last LPNs I worked with were assigned strictly to observation, had limited duties and restrictions on which meds they could give and were only working because they were grandfathered in and that was almost 25 years ago. The only other LPN jobs I'm aware of are in nursing homes. 

This is incredibly ignorant! LPNs are a very valuable resource in the nursing world - I've worked with them in every area of nursing I've been in - inpatient, outpatient, primary care, nursing homes, and the schools. 

[NutmeggeRN, BSN]

floydnightingale said:

An LPN? Really? Is that even still a thing? The last LPNs I worked with were assigned strictly to observation, had limited duties and restrictions on which meds they could give and were only working because they were grandfathered in and that was almost 25 years ago. The only other LPN jobs I'm aware of are in nursing homes. You say you want to keep the job but you need to get out ASAP. If they're letting this go on there's no telling what other toxicity is tolerated. Just go, it'll be worth letting her win.

That is an incredibly tone deaf statement. #DoBetter, please.

 

[floydnightingale]

Guess I stepped in that one but I honestly haven't heard of LPNs in any context  outside of nursing homes for over 25 years. Any reputable hospital is insisting on BSNs as a minimum education if the can get them.