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The operating room is built on precision, urgency, and trust. But beneath the sterile gowns and surgical protocols, there’s a quieter reality many scrub nurses know too well: power-tripping in the OR.
It’s the surgeon who snaps without cause. The circulating nurse who withholds information. The senior staff who belittle instead of guide. These moments aren’t just frustrating—they’re emotionally exhausting. And they’re more common than we admit.
This post is for every scrub nurse who’s felt the sting of disrespect, the weight of silence, and the emotional toll of working in a space where hierarchy sometimes overshadows humanity.
Let’s name the problem. Let’s talk about power-tripping in the OR.
What Is Power-Tripping in the OR?
Power-tripping in the OR refers to behavior where individuals—often those in senior roles—exert control, dominance, or intimidation in ways that are unnecessary, harmful, or ego-driven.
Common Signs:
- Unprovoked yelling or condescension
- Withholding key information or instructions
- Dismissing input from junior staff
- Using sarcasm or passive-aggression to undermine
- Creating a culture of fear or silence
“It’s not just about tone—it’s about intent. Power-tripping thrives where accountability is absent.”
Why It Hurts More Than We Admit
As scrub nurses, we’re trained to stay composed under pressure. But emotional harm isn’t part of the job description.
The Impact of Power-Tripping in the OR:
- Mental fatigue: Constant hypervigilance drains emotional reserves
- Self-doubt: Repeated undermining erodes confidence
- Burnout: Toxic dynamics accelerate emotional exhaustion
- Isolation: Fear of speaking up leads to withdrawal
- Compromised care: Distrust and tension affect teamwork and patient safety
Power-tripping in the OR doesn’t just affect morale—it affects outcomes.
Real Stories, Real Pain
Here are a few anonymized scenarios that reflect what many scrub nurses experience:
Scenario 1: The Surgeon Who Belittles
“I handed the instrument exactly as requested, but he threw it back and said, ‘Do you even know what you’re doing?’ I did. But I started to question myself anyway.”
Scenario 2: The Circulator Who Excludes
“She always briefed the others but skipped me. I’d find out mid-procedure what was expected. It felt intentional—and it was.”
Scenario 3: The Senior Nurse Who Intimidates
“She’d glare, sigh loudly, and correct me in front of everyone. I stopped asking questions. I stopped growing.”
These aren’t isolated incidents. They’re patterns. And naming them is the first step toward change.
Why Power-Tripping in the OR Persists
The OR is high-stakes, hierarchical, and often resistant to change. That’s the perfect breeding ground for unchecked behavior.
Root Causes:
- Culture of silence: “That’s just how it is” becomes a shield for toxicity
- Lack of accountability: Senior staff rarely face consequences
- Stress mismanagement: Pressure gets misdirected onto colleagues
- Ego-driven environments: Skill becomes entitlement
- Poor leadership modeling: Toxic behavior gets normalized
Cultural competency in leadership means recognizing how power-tripping in the OR affects emotional safety—not just clinical performance.
How Scrub Nurses Can Protect Their Peace
You can’t control others—but you can protect your energy, your dignity, and your growth.
Emotional Strategies:
- Validate your experience: If it felt wrong, it probably was
- Journal post-shift: Get the emotion out, even if no one else sees it
- Talk to trusted peers: You’re not alone, even if it feels that way
Communication Tools:
- “I’d like clarity on that instruction.”
- “I’m here to support—please let me know what you need.”
- “Let’s keep this professional.”
Boundary Practices:
- Take breaks when possible
- Limit emotional labor with toxic individuals
- Use debriefs to express concerns constructively
“You’re allowed to protect your peace—even in the middle of a procedure.”
What Needs to Change Systemically
While individual coping helps, systemic change is essential.
What OR Teams Should Implement:
- Cultural competency training for all staff
- Anonymous reporting systems for toxic behavior
- Regular emotional safety check-ins during team huddles
- Mentorship programs that model respect and inclusion
What I’ve Learned from a Year of Power-Tripping in the OR
- I am not too sensitive—I am aware.
- I don’t need to be liked to be respected.
- Silence doesn’t mean peace—it often means fear.
- Growth comes from naming what hurts and choosing what heals.
Cultural competency isn’t just about patients—it’s about how we treat each other. And that starts with accountability, empathy, and emotional safety.
Final Thoughts: You Deserve Better
If you’ve ever left a shift feeling small, shaken, or invisible—you’re not alone. Power-tripping in the OR is real, and it’s harmful. But naming it is powerful. And healing begins when we stop normalizing what breaks us.
“You are not just a pair of hands. You are a professional, a teammate, and a human being. You deserve respect.”
Let’s keep naming the problem. Let’s keep choosing peace. Let’s keep showing up—not just for patients, but for ourselves.
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