Interprofessional Relationships

I manage a team of RNs, LPNs and RPNs who work together with OT, PT, physicians, dietary and other health care providers. At times, there has been tension between the RNs and other team members resulting in strained relationships. What are the responsibilities of RNs in resolving unhealthy professional relationships?

• RNs are accountable to one another and are expected to build and maintain respectful relationships with the health care team. RNs are expected to self-reflect on how their privileges, biases, values, belief structures, behaviors and positions of power may impact relationships with health care team members (1).
• RNs treat each other, colleagues, students and other health care providers in a respectful manner, recognizing the power differentials among formal leaders, colleagues and students. They work with others to honor dignity and resolve differences in a constructive way (2).
• RNs act with integrity in the clients’ best interest. RNs are expected to promote healthy relationships with clients, their caregivers, advocates, and members of the health care team by managing and resolving conflict for best client care (3).
• Professional RN leadership is demonstrated by participating and contributing to health care team development by:
  1. building partnerships based on respect for the unique and shared competencies of each team member; and
  2. contributing RN perspectives on issues being addressed by the health care team (4).
• RNs need to build relationships with clients and colleagues based on respect, open and effective communication and anti-racist practice (5).
• When addressing relationships that you think may contain cultural or racism elements, refer to the CRNS Anti-Racism Guideline or other helpful resources.
• RNs are expected to identify moral or ethical situations and proactively address conflict, dilemma and/or distress of clients in their care (6).
• RNs maintain public confidence in the nursing profession. RNs are expected to report any error, near miss, unsafe behavior, unethical conduct or system issue to relevant individuals including employers and/or regulatory colleges, whether or not harm has occurred (7).
• The CRNS always promotes resolution of professional practice issues at the lowest level. RNs have a responsibility to collaborate with the employer and other organizations as needed to resolve professional practice issues (8).

When working with people, their personalities, beliefs and values may collide. As a manager, it is important to develop your individual skills in coaching and supporting your staff to resolve conflict.

• Proactively explore supports available through human resources.
• Use self-reflection to identify areas in which you need to further develop your skills and incorporate that information into a learning plan. If you are an RN, you may wish to incorporate learning goals into the mandatory continuing competence program (CCP) learning plan you develop each year.
• Things you might consider doing that directly impact your staff include:
  • Engage staff in discussions in which they provide ideas on what might be helpful in creating a positive practice environment.
  • Embrace the use of a solutions-based approach when working with staff towards resolving conflict. Foster the use of this approach by others.
  • Focus on the development of soft skills for both you and your staff, such as communication skills, emotional intelligence, teamwork, leadership skills, emotional empathy, time management, understanding generational differences, power relationships, etc.
  • Invite staff who may be interested in developing a learning module as part of their CCP to approach you to develop a plan for sharing or presenting this information. If you are an RN manager, you may want to add this activity to your own CCP learning plan.

If there is a conflict within the team, is it the responsibility of the RN to attempt to resolve it?

 Yes, although all team members share the responsibility for conflict resolution, as leaders within the health care team, RNs are expected to support collaborative teams and interpersonal relationships within those teams. RNs are leaders in every role and should use their knowledge to positively foster high performing teams.

If the team has been unsuccessful in resolving the conflict at the lowest level, what steps should I as the manager take?

For conflict resolution to be successful, everyone needs to commit themselves to the process. If this is not happening, you may need to speak to the individuals involved and outline your expectations for conflict resolution and respectful productive teamwork. When situations such as these are not dealt with in an effective and timely manner, there can be a negative impact on client care and workplace morale. While managers or colleagues in these situations may decide to file a formal complaint with the CRNS, it’s encouraged to resolve at the lowest level possible using the tools and resources available. For more information, you may wish to view the resource Filing a Complaint About an RN Employee.

CRNS Resources

Anti-Racism Guideline for Registered Nurses (2026)

Code of Conduct (2026)

Registered Nurse Practice Standards (2026)

Resolving Professional Practice Issues: A Toolkit for Registered Nurses and Nurse Practitioners (2026)

External Resources

AIDET: Five Steps to Achieving Satisfaction

Interpersonal Skills

Truth and Reconciliation Commission of Canada