Adkins and Murphy provide a description of the thought-model they judge most effective in this form of professional reflection:
• The professional must acknowledge the presence of uncomfortable thoughts and emotions from a new experience.
Describe the thoughts and feelings that the most relevant features and events of the situation provokes.
• Analyze the feelings that seem relevant to the work situation under question, identifying knowledge gained that day, while challenging familiar assumptions to allow the exploration of alternatives.
Evaluate the relevant knowledge for solutions encountered at work, and think of ways to utilize that knowledge.
Identify every item learned through the experience and the reflection.
At this point, the cycle repeats with an awareness of uncomfortable feelings relating to the experience. (Atkins & Murphy, 1994)
But it is worthwhile to investigate the challenges inherent in the practical implementation of reflective study as a guided policy for the medical workplace; often mired with generations of institutional inertia as an impediment towards operational changes and innovations. While more experienced nurses are encouraged to provide their mentorship in a generic sense, the effectiveness of these measures may be curtailed by apathy on the part of the medical organization in terms of embracing novel practices.