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How is delegation defined? Questions to Challenge You 1. Review your state’s nurse practice act. How is delegation defined? What tasks can and cannot be delegated? How is supervision defined? Are there any other guidelines for supervision? Are respon- sibilities regarding advanced practice delineated? How does the scope of practice differ between registered and licensed […]

Delegate only tasks for which you have responsibility Tools for Delegating Successfully 1. Delegate only tasks for which you have responsibility. 2. Transfer authority when you delegate responsibility. 3. Be sure you follow state regulations, job descriptions, and organizational policies when delegating. 4. Follow the delegation process and key behaviors for delegating described in the

No one in health care today can afford not to delegate. What You Know Now • Delegation is a contractual agreement in which authority and responsibility for a task is transferred by the person accountable for the task to another individual. • Delegation benefits the delegator, delegate, the manager, the unit, and the organization. •

Delegation is a skill that can be learned. Like other skills, successfully delegating requires practice. Sometimes it seems it might be easier to do it yourself. But it is not. Once you learn how to delegate, you will extend your ability to accomplish more by using others’ help. By delegating appropriately, managers can role model

Under delegation occurs when ● The delegator fails to transfer full authority to the delegate; ● The delegator takes back responsibility for aspects of the task; or ● The delegator fails to equip and direct the delegate. As a result, the delegate is unable to complete the task, and the delegator must resume re- sponsibility

Fear of decreased personal job satisfaction. Because the type of tasks recommended to delegate are those that are familiar and routine, the delegator’s job satisfaction should ac- tually increase with the opportunity to explore new challenges and obtain other skills and abilities. An Unwilling Delegate Inexperience and fear of failure can motivate a potential delegate

Fear of overburdening others. They already have so much to do; how can I suggest more? Everyone has work to do. Such a statement belittles the decisional capabilities of others. Recall that delegation is a voluntary, contractual agreement; acceptance of a delegated task indicates the availability and willingness of the delegate to perform the task.

Fear of loss of control. Will I be kept informed? Will the job be done right? How can I be sure? The more one is insecure and inexperienced in delegation, the more this fear is an issue. This is also a predominant concern in individuals who tend toward autocratic styles of leadership and perfectionism. The

Fear of liability. Some individuals are not risk takers and shy away from delegation for this reason. There are risks associated with delegation, but the delegator can minimize these risks by following the steps of delegation. A related concern is a fear of being blamed for the delegate’s mistakes. If the delegator selected the task

Fear of competition or criticism. Fear of competition or criticism. What if someone else can do the job better or faster than I? Will I lose my job? Be demoted? What will others think? Will I lose respect and control? This fear is unfounded if the delegator has selected the right task and matched it