Everyone talks about bringing the right tool to the job. But what if the key to success isn’t just the tool itself, but the tool-master?
Why I Love Cardiac Nursing
I’m a cardiac nurse. I specialize in cardiac ICU step-down patients, and I love them. Why? Because they’re in a unique place - sick enough to be a little frightened and very receptive to teaching (which happens to be a specialty). They’re also not so sick that they’re unresponsive or unable to learn.
And, honestly? I love the heart.
I’m fascinated by the cardiac system - its connections to pain, comfort, mobility, even beauty and longevity. But I also love its metaphorical connection to the mind. When I speak to a patient’s heart, I’m speaking to who they are. As a passionate teacher, I care deeply about their mental and emotional well-being.
The Strange Dilemma: Why I Hate Code Blues
This brings me to a personal confession: I hate code blues.
I was talking to a mentor recently and admitted that I’m embarrassed to say this out loud. You’d think it comes with the territory, right? I’m ACLS-certified (always have been), and I even spent six months in a role where I was expected to run codes.
But I told them in my interview:
This part of the job makes me deeply uncomfortable. I would need to be trained into it thoughtfully.
It’s not that I can’t handle it. I act fast. I can do some mean chest compressions. I’m a capable recorder. But I hate it. My adrenaline spikes, and I feel like I’m in recovery mode for days afterward.
The strange thing? I thrive in other high-pressure situations.
A staff member having an emotional breakdown? I’m on my A-game.
An angry, potentially violent family member? I step in without hesitation.
A hospital-wide staffing crisis? I’m already strategizing.
A marketing disaster that threatens our institution’s reputation? I keep a level head and lead.
I know I was built for these types of crises. But a cardiac arrest? It drains me.
The Right Tool vs. The Right Tool-Master
We always hear, “Bring the right tool for the job.” That’s good advice. But I take it a step further:
“Bring the right tool-master to the job.”
In my unit, I know exactly who I want doing what:
Who I want intubating my patient if they can’t breathe.
Who I trust to anticipate patient deterioration and act fast.
Who I want handling an aggressive intruder while I get others to safety.
Who has my back in the ways that truly matter.
Building a “Ragtag” Team That Wins
I’ve always been known for managing unusual teams. Maybe that’s because I don’t just look for well-rounded generalists. I seek out specialists - people with wildly different strengths (and, yes, weaknesses too, because we all have them).
And guess what? It works.
I don’t just want a team of people who are pretty good at everything. I want people who are exceptionally good at something:
The 80-year-old nurse who works hard to keep her body strong and her mind stronger because she’s that dedicated to her patients. (Yes, she still has a full-time job on my team, and yes, we allow her to clock in early so she can truly know her patients before a sometimes brutal shift starts.)
The “spicy” nurse who steps up naturally in conflict situations. (She can be a handful, but as long as she stays teachable, she’s invaluable.)
The best IV stick in the hospital - because sometimes, one perfect needle stick changes everything.
The nurse with the Etsy side hustle who secretly brings homemade nurse swag to brighten our days.
The quiet, middle-aged nurse who seems timid but, when a critical mistake is about to be made, casually drops a life-saving piece of advice as she walks by, leaving everyone stunned.
Give me my ragtag team any day. Let me grow them, correct them, and push them toward their strengths.
Leaders: Invest in Your Tool-Masters
If you’re a leader, ask yourself:
Are you trying to make everyone the same? Or are you developing their unique strengths?
I choose the latter.
Because a team of generalists can survive.
But a team of specialists who are sharpened, empowered, and placed in the right roles? They win.
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