Why Coaching and Mentoring Could Transform Your RVN in Practice

Courtney Scales
Apr 22
3 min read

The veterinary industry is evolving rapidly. With increasing clinical complexity, rising client expectations, and the growing influence of corporate structures, the demands placed on veterinary teams, especially Registered Veterinary Nurses (RVNs), have never been higher.

Yet, while expectations have grown, structured support hasn’t always kept pace.

In particular, RVNs performing anaesthesia monitoring are now being asked to take on greater responsibility in high-pressure environments, often without the training, confidence, or support systems needed to thrive. So how do we bridge this gap?

One answer lies in something often overlooked: coaching and mentoring.

The Problem: Growing Responsibility, Limited Support

In many general practices and referral hospitals, organisational change, especially transitions to corporate structures, has reshaped the way teams work.

Caseloads are increasing. Efficiency targets are tightening. And RVNs are expected to contribute more actively to communicate clinical decision-making rather than simply following instructions.

But this shift has exposed a critical issue:

Many RVNs feel underprepared for advanced anaesthesia responsibilities
There is little formal mentorship or structured development
Learning is often reactive rather than proactive
Time for development is rarely protected

The result? A dangerous combination of high workload and low perceived competence, which has been linked to stress, burnout, and reduced decision-making ability.

Coaching vs Mentoring: What’s the Difference?

Although often used interchangeably, coaching and mentoring serve different (but complementary) purposes.

Coaching is:

Goal-oriented and performance-driven
Focused on problem-solving and reflection
Designed to promote independence and critical thinking

Mentoring is:

Long-term and career-focused
Based on guidance and shared experience
Essential for transferring clinical knowledge

Together, they create a powerful development system, combining immediate performance improvement with long-term professional growth.

Why This Matters in Anaesthesia

Anaesthesia is a high-stakes, high-pressure area of veterinary medicine. Recognition and decisions need to be made quickly, confidently, and safely.

But stress and anxiety directly impact cognitive performance.

When RVNs feel overwhelmed:

Confidence drops
Decision-making slows
Learning becomes less effective

This is where coaching becomes particularly valuable.

By encouraging reflection, structured thinking, and psychological safety, coaching helps move individuals out of a “stress zone” and into a productive learning state. Meanwhile, mentoring ensures they have the clinical foundation to support that growth.

The Science Behind It

There’s strong evidence supporting this approach.

Neuroplasticity shows that active problem-solving strengthens learning
Reflection enhances retention and behavioural change
Psychological safety improves cognitive function and performance

Structured coaching models, like the GROW framework (Goal, Reality, Options, Way Forward), can guide RVNs through real clinical scenarios, helping them learn from experience rather than simply being told what to do.

What Would This Look Like in Practice?

A combined coaching and mentoring approach could include:

Coaching in action:

Reflecting on anaesthesia cases
Encouraging critical thinking
Supporting independent decision-making
Setting clear, achievable goals

Mentoring in action:

Shadowing experienced clinicians and RVNs
Sharing tacit clinical knowledge
Building confidence in unfamiliar situations
Supporting long-term career development

This dual approach ensures RVNs are not just doing the job but understanding it deeply.

The Business Case: Why It’s Worth It

Investing in coaching and mentoring isn’t just good for individuals; it’s beneficial for the organisation. Key benefits include the following:

1. Improved Performance

Greater competence and confidence
Better patient safety and clinical outcomes

2. Enhanced Wellbeing

Reduced stress through better support
Increased psychological safety

3. Improved Retention

Higher job satisfaction
Lower recruitment and turnover costs

4. Stronger Team Dynamics

Better communication
Increased collaboration and knowledge sharing

Challenges to Consider

Coaching and mentoring aren’t without limitations.

Coaching can be ineffective if foundational knowledge is missing
Mentoring depends on availability of experienced clinicians and RVNs
Time pressures in clinical settings can limit implementation
Power dynamics may affect openness in conversations

But these challenges don’t negate their value; they emphasise the necessity of a structured, well-supported approach.

Final Thoughts

The transition to a more demanding, corporate-driven veterinary environment has created a clear gap between expectations and capability for many anaesthesia RVNs.

Coaching and mentoring offer a practical, evidence-based solution.

By combining:

Coaching to build autonomy and critical thinking
Mentoring to transfer clinical expertise

…we can create a workforce that is not only more competent but also more confident, supported, and resilient.

And ultimately, that leads to what matters most:

Better patient care.