Delegation Client Care. Class Objectives: After the discussion we will be able to: Define delegation & the related terms. Define the components of.
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Delegation Delegation
Client CareClient Care
Class ObjectivesClass Objectives
After the discussion we will be able to
bull Define delegation amp the related termsbull Define the components of delegationbull Importance of Delegation Why
Delegate bull Describe the five rights of delegationbull Who are you going to delegate to bull When May I Delegate When not bull Explain the process of delegationbull Recognize barriers to successful
delegation and leadership Delegating Errors
bull Describe Symptoms of Poor Delegationbull Practice Delegation Assessment
OutlinesOutlines bull Introduction to delegation bull Delegation amp related terms definitionsbull The components of delegationbull Importance of Delegationbull The five rights of delegationbull Persons going to delegate tobull When May I Delegate When not bull The process of delegationbull Barriers to successful delegation and
leadership Delegating Errorsbull Symptoms of Poor Delegationbull Delegation Assessmentbull Conclusionbull Summarybull References
Woodrow Wilson
I not only use all the brains I have but all I can borrow
Introduction hellip
bull The manager is granted the power to direct others and he she is responsible for assuring that certain tasks within the organization are completed effectively and efficiently
bull Managers can be described as responsible if they perform the activities they are obligated to perform Because managers have more impact on an organization than the non managers responsible manager are prerequisite for management system success Several studies have shown that responsible management behavior is highly valued by top executives because the responsible manager guides many other individuals within the organization in performing their duties appropriately
When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
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- Slide 62
- Slide 63
- Slide 64
Class ObjectivesClass Objectives
After the discussion we will be able to
bull Define delegation amp the related termsbull Define the components of delegationbull Importance of Delegation Why
Delegate bull Describe the five rights of delegationbull Who are you going to delegate to bull When May I Delegate When not bull Explain the process of delegationbull Recognize barriers to successful
delegation and leadership Delegating Errors
bull Describe Symptoms of Poor Delegationbull Practice Delegation Assessment
OutlinesOutlines bull Introduction to delegation bull Delegation amp related terms definitionsbull The components of delegationbull Importance of Delegationbull The five rights of delegationbull Persons going to delegate tobull When May I Delegate When not bull The process of delegationbull Barriers to successful delegation and
leadership Delegating Errorsbull Symptoms of Poor Delegationbull Delegation Assessmentbull Conclusionbull Summarybull References
Woodrow Wilson
I not only use all the brains I have but all I can borrow
Introduction hellip
bull The manager is granted the power to direct others and he she is responsible for assuring that certain tasks within the organization are completed effectively and efficiently
bull Managers can be described as responsible if they perform the activities they are obligated to perform Because managers have more impact on an organization than the non managers responsible manager are prerequisite for management system success Several studies have shown that responsible management behavior is highly valued by top executives because the responsible manager guides many other individuals within the organization in performing their duties appropriately
When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
OutlinesOutlines bull Introduction to delegation bull Delegation amp related terms definitionsbull The components of delegationbull Importance of Delegationbull The five rights of delegationbull Persons going to delegate tobull When May I Delegate When not bull The process of delegationbull Barriers to successful delegation and
leadership Delegating Errorsbull Symptoms of Poor Delegationbull Delegation Assessmentbull Conclusionbull Summarybull References
Woodrow Wilson
I not only use all the brains I have but all I can borrow
Introduction hellip
bull The manager is granted the power to direct others and he she is responsible for assuring that certain tasks within the organization are completed effectively and efficiently
bull Managers can be described as responsible if they perform the activities they are obligated to perform Because managers have more impact on an organization than the non managers responsible manager are prerequisite for management system success Several studies have shown that responsible management behavior is highly valued by top executives because the responsible manager guides many other individuals within the organization in performing their duties appropriately
When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Woodrow Wilson
I not only use all the brains I have but all I can borrow
Introduction hellip
bull The manager is granted the power to direct others and he she is responsible for assuring that certain tasks within the organization are completed effectively and efficiently
bull Managers can be described as responsible if they perform the activities they are obligated to perform Because managers have more impact on an organization than the non managers responsible manager are prerequisite for management system success Several studies have shown that responsible management behavior is highly valued by top executives because the responsible manager guides many other individuals within the organization in performing their duties appropriately
When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
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- Slide 41
- Slide 42
- Slide 43
- Slide 44
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
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- Slide 56
- Slide 57
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- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Introduction hellip
bull The manager is granted the power to direct others and he she is responsible for assuring that certain tasks within the organization are completed effectively and efficiently
bull Managers can be described as responsible if they perform the activities they are obligated to perform Because managers have more impact on an organization than the non managers responsible manager are prerequisite for management system success Several studies have shown that responsible management behavior is highly valued by top executives because the responsible manager guides many other individuals within the organization in performing their duties appropriately
When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
bull Managers can be described as responsible if they perform the activities they are obligated to perform Because managers have more impact on an organization than the non managers responsible manager are prerequisite for management system success Several studies have shown that responsible management behavior is highly valued by top executives because the responsible manager guides many other individuals within the organization in performing their duties appropriately
When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 33
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When the responsibilities and duties of the manager become too much delegation become an essential element in management process For the manager delegation is not an option but a necessity
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 25
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- Slide 29
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- Slide 31
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- Slide 33
- Slide 34
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- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Delegation Is considered asDelegation Is considered as
ndash Both an art and a science of Professional Practice
ndash It includes cognitive affective and intuitive dimensions ( Marjorie Barter )
- An essential element of the directing phase of the management process because much of the work accomplished by managers
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
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- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
DelegationDelegation
bull Can be simply defined as getting work done through others or as directing the performance of one or more people to accomplish organizational goals
bull Complex process requiring
insight and judgment regarding the environment in which the delegation is to take place and the individuals involved
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
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- Slide 19
- Slide 20
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- Slide 22
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- Slide 29
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- Slide 31
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- Slide 38
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- Slide 40
- Slide 41
- Slide 42
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- Slide 44
- Slide 45
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- Slide 49
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- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Delegation Delegation SMART or SMARTERSMART or SMARTER
bull A simple delegation rule is the SMART acronym or SMARTER
bull Its a quick checklist for proper delegation Delegated tasks must be
Specific Measurable Agreed Realistic Time bound Ethical Recorded
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
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- Slide 62
- Slide 63
- Slide 64
Definitions of Delegation hellip
bull National Council of State Boards of Nursing ( 1995 )ndash Transferring to a competent
individual the authority to perform a selected nursing task in a selected situation
bull American Nurses Association ( 1996 )ndash Transfer of responsibility for the
performance of a task from one individual to another while retaining accountability for the outcome
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 63
- Slide 64
Delegation hellip
bull It can be defined also as ldquo the process of assigning duties and responsibilities from a top organizational level to a lower one or from superior to subordinate and giving that person the authority to accomplish themldquo or it is the process of downward flow of authority from top level in the organization to lower level
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Delegation hellip
bull By Definition Is The assignment of meaningful
tasks either operational or managerial to others with supervision over time
bull By Implication Is Not The assignment of simple
unpopular or isolated tasks at the whim of the manager as an end in itself
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 14
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- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
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- Slide 27
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- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 49
- Slide 50
- Slide 51
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- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Direct vs Indirect DelegationDirect vs Indirect Delegation
Direct delegation
Is usually ldquo verbal direction by the RN regarding an activity or task in a specific nursing care situation
(ANA1996 p15)
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Indirect delegation
Is hellipldquo an approved listing of activities or tasks that have been established in Policy amp Procedure of the health care institution or facility rdquo
(ANA1996p15)Policies
Procedures
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
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- Slide 64
DO NOT CONFUSE BETWEEN DO NOT CONFUSE BETWEEN DELEGATION amp SUPERVISIONDELEGATION amp SUPERVISION
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
SupervisionSupervision hellip hellip
bull The provision of guidance evaluation and follow-up by a licensed nurse for the accomplishment of a nursing task which has been previously assigned
National Council of State (Boards of Nursing)
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
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- Slide 63
- Slide 64
AssignmentAssignment hellip hellip
bull The downward or lateral transfer of both responsibility and accountability of an activity from one individual to another
American Nurses Association
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 63
- Slide 64
Accountability hellip
bull It means that the nurse is legally liable for her actions and is answerable for the overall nursing care of her patients
bull (the subordinates must be held
answerable to properly carry out their duties)
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
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- Slide 27
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- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
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- Slide 40
- Slide 41
- Slide 42
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- Slide 50
- Slide 51
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- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Responsibility hellip
bull It Includes concepts such as reliability dependability and also includes each personrsquos obligation to accomplish the work professionally
bull ( It refers to the obligation involved when one accepts an assignment )
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
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- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Authority hellip
bull Is the right and the official power invested in a position that an organization gives a designated employee to perform certain tasks
bull ( Is the right to take final decisions to act or to command action of others It moves in downward direction )
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Four Components of DelegationFour Components of Delegation
bull Delegation to others in the workplace involves four principal components
- Delegator
- Delegatee
- Task
- Client situation
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
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- Slide 64
DELEGATORDELEGATOR
bull The delegator possesses the authority to delegate by virtue of both position in the agency and state government license to do certain tasks
bull Delegation does not change the delegatorrsquos accountability or responsibility for task completion
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
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- Slide 58
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- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
DELEGATEEDELEGATEE
bull A delegatee receives direction for what to do from the delegator
bull The relationship between the two individuals exists within the workplace environment or through agency policy
bull The delegatee has the obligation to refuse to accept tasks that are outside of his or her training ability or job description
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
TASKTASK
bull The task is the delegated activity bull The delegated activity generally should be a routine
task
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
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- Slide 9
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- Slide 22
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- Slide 41
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- Slide 59
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- Slide 61
- Slide 62
- Slide 63
- Slide 64
CLIENT SITUATIONCLIENT SITUATION
bull Identification of a specific client or situation for delegated nursing care is necessary to ensure that goals for patient care can be met by the delegatee
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Importance of Delegation Why to Delegate Importance of Delegation Why to Delegate
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
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- Slide 41
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- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Why to Delegate Why to Delegate
bull Higher efficiency bull Increased motivation bull It enhances employee confidence
subordinate involvement and interest
bull To use skills and resources already within the group
bull Managers should delegate work if someone else is better prepared or has greater expertise or knowledge about how to solve a problem
bull To keep from burning out a few leaders
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
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- Slide 30
- Slide 31
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- Slide 35
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- Slide 37
- Slide 38
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- Slide 40
- Slide 41
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- Slide 50
- Slide 51
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- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Why to Delegate Why to Delegate bull To develop new leaders and build
new skills within the groupbull To get things donebull To prevent the group from getting
too dependent on one or two leaders
bull To become more powerful as a group to provide professional development
bull To allow everyone to feel a part of the effort and the success
bull Group members feel more committed if they have a role and feel needed
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Benefits of Being an Effective DelegatorBenefits of Being an Effective Delegator
bull Sometimes manager must delegate routine tasks to have time for handling more complex problems or require a higher level of experience
bull Helps you focus on what is most important
bull Allows committee members to grow in capability and confidence
bull Allows you to develop coach and mentor committee members
bull Creates opportunities to provide recognition
bull Ensures successful results
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
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- Slide 63
- Slide 64
Risks of Delegation to be considered hellipRisks of Delegation to be considered hellip
Patient Safety Ethical
Legal
( National Council of State Boards of Nursing) httpwwwncsbn
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Priority SettingPriority Setting
ndash Maslowrsquos Hierarchy of Needs
ndash A B Crsquos
ndash Stable verses Unstable
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
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- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
The Five Rights of DelegationThe Five Rights of Delegation
bull Right Task
bull Right Circumstance
bull Right Person
bull Right Direction Communication
bull Right Supervision Evaluation
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
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- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
ndash Unlicensed Assistive Personnel ( UAP )
ndash Licensed Practical Nurse ( LPN )
ndash Ancillary Personnel
ndash Other Registered Nurses
Who are you going to delegate to Who are you going to delegate to
ldquo extra pair of hands rdquoldquo extra pair of hands rdquo
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
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- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
When May I Delegate When May I Delegate bull Criteria for determining which patient
care activities can be delegated to other personnel
bull Nursing scope of practicebull (UAPs) unlicensed assistive personnel
do not have a scope of practicebull What is the patientrsquos condition Extent
of interactionbull Is there potential for harm to the
patientbull Is the nursing activity complex or
complicated bull Predictability of outcome
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Works to be delegated hellipWorks to be delegated hellip
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Works to be delegated hellipWorks to be delegated hellip
bull Unlicensed Assistive Personnelndash Feedingndash Hygienendash Physical Care
bull Licensed Practice Nursendash Vital Signsndash Medicationsndash Some IVrsquos if trainedndash Physical Care
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
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- Slide 31
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- Slide 51
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- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Why some people do not like to delegateWhy some people do not like to delegate hellip hellip
bull No time to instruct others
bull Can do it quicker and better
bull Might lose credit or recognition
bull High personal interest in task
bull Fear loss of control and power
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Which activities cannot be delegated in nursing careWhich activities cannot be delegated in nursing care
bull Initial nursing assessment
bull Nursing diagnosis goals and care plans
bull Evaluation of patient progress
bull Professional interventions which
requires knowledge judgment or skills
bull Discharge planning
bull Educational planning activities cannot be delegated
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
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- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 46
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- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Administrative Tasks you should not delegateAdministrative Tasks you should not delegate
bull Obviously some aspects of leadership are sensitive and should not be delegated For example
bull Hiring bull Firing bull Pay issues bull Policy bull Staff performance appraisalbull Developing nursing assignment sheetbull Supervisory dutiesbull Personal mattersbull Emergencies bull Sensitive issues
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
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- Slide 63
- Slide 64
Delegation Process Steps of successful delegationDelegation Process Steps of successful delegation ( IDEALS ) ( IDEALS )
bull I ndash Introduce the task
bull D - Demonstrate clearly what needs to be done
bull E - Ensure understanding
bull A - Allocate responsibility delegate authority
provide information and resources
bull L - Let go
bull S - Support and monitor
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 14
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- Slide 16
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- Slide 22
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- Slide 25
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- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Other Steps for Delegation processOther Steps for Delegation process
bull Delegation process consists of five steps they are
- Preparing
- Planning
- Discussing
- Auditing
- Appreciating
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
1 Preparing1 Preparing
Includes establishing the objectives of the
delegation specify the task that needs to be
accomplished
Deciding who should accomplish it
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
2 Planning2 Planning
Meeting with chosen subordinate to describe the task and to ask the subordinate to devise a plan of action
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
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- Slide 63
- Slide 64
3 Discussion3 Discussion
Includes reviewing the objectives of the task as well as
the subordinates plan of action any potential obstacles
any ways to avoid or deal with these obstacles
The supervisor should clarify and solicit feedback as to
the employees understanding Clarifications needed for
delegation include the desired results guidelines
resources available and consequences (good and bad)
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
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- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
3 Discussion3 Discussion
Delegation is similar to contracting
between the supervisor and
employee regarding how and when
the work will be completed
The standards and time frames are
discussed and agreed upon The
employee should know exactly what
is expected and how the task will be
evaluated
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
4 Auditing4 Auditing
Monitoring the progress of delegation and making adjustment in response to unforeseen problems
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
5 Appreciating5 Appreciating
Accepting the completed task and acknowledge the subordinates efforts
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 14
- Slide 15
- Slide 16
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- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Guidelines for Effective DelegationGuidelines for Effective Delegation
bull Clarify the objectives and the performance standardsbull Shift authority commensurate with the responsibilitiesbull Provide necessary support systemsbull Establish reasonable checkpoints and deadlinesbull Review results not methods
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 14
- Slide 15
- Slide 16
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- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
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- Slide 28
- Slide 29
- Slide 30
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- Slide 37
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- Slide 41
- Slide 42
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Barriers or obstacles to effective DelegationBarriers or obstacles to effective Delegation
1048713 Barriers in the delegatorhellip
bull Do - it-myself attitude inability to ask others
inability to organize manage uncertainty and
fear that the subordinates will not do a job
well
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
1048713 1048713 Barriers in the delegateeBarriers in the delegateebull Inexperience incompetence
disorganization irresponsibility Decision Making is a hard mental work and people seek ways of avoiding it fear that the supervisor will be unavailable for guidance when needed
bull Fear of Criticism for mistakes Overload of work Positive incentive may be inadequate (eg pay rate opportunity for promotion improved status)
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
1048713 1048713 Barriers in the situationBarriers in the situation
bull Inadequate support hurried atmosphere hostile management
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
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- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull Manager must continually strive to uncover any obstacles to delegation that exist in the organization
bull Manager should understanding that the obstacles may be deeply integrated and therefore require much time and effort to overcome
bull Building subordinate confidence in the use of delegation authority minimizing the impact of delegation authority to established working relationship and helping delegates cope with problems whenever necessary
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Eliminating obstacles of delegation processEliminating obstacles of delegation process
bull The manager should accept understand the need importance and value of delegationbull Understand his her responsibilities and authoritybull Determine the portion of the authority that shehe want to delegatebull Plan carefully for completion of the delegated tasks to prevent problemsbull Define clearly the standard of accountabilitybull Ensure that the subordinates have understood the tasks delegated to thembull Train subordinates give the authority details opportunity for growth and written instructions if needed
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Common Delegating Errors
( Frequent mistakes made by managers in delegating include the following )
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
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- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
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- Slide 40
- Slide 41
- Slide 42
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- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Underdelegating Underdelegating
ndash delegation may be interpreted as a lack of ability on his or her part to do the job correctly or completely
ndash The managerrsquos desire to complete the whole job personally due to a lack of trust in the subordinates
ndash The fear that subordinates will resent having work delegated to them
ndash They lack experience in the job or in delegation itself
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
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- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Over delegatingOver delegating
ndash They are poor managers of time spending most of it just trying to get organized
ndash They feel insecure in their ability to perform a task
bull Note Manager must be careful not to over delegate to exceptionally competent employee because they may become over worked and tired which can decrease their productivity
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
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- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
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- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Improperly DelegatingImproperly Delegating
ndash Delegating at the wrong time to the wrong person or for the wrong reason
ndash Delegating tasks and responsibilities that are beyond the capability of the person to whom they are being delegated or that should be done by the manager
ndash Delegating decision making without providing adequate information
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
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- Slide 24
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- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Symptoms of Poor DelegationSymptoms of Poor Delegation
bull Staff is confused conflicting turnover
bull Lack of Motivation Morale
bull Extended hours burnout
bull Crisis management missed deadlines
bull Continued interruptions constant approvals
bull Redoing initial workwasted time
bull External promotions inadequate internal talent
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
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- Slide 40
- Slide 41
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- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Practice Practice bull Mr Jones a bedridden but stable patient needs a bed bath You
ndash Assign the task to the nurse assistantndash Work together with the nursing assistant to give the bathndash Do the bath yourself because Mr Jones is a VIP and you know
yoursquoll do the best job
bull You are the charge nurse and one of your team members is a float nurse who has never worked on the unit before You
- Spend 15 minutes with her assessing her abilities and providing a brief orientation to the unit so that she can take the full assignment
- Give her three of the ldquoeasiest patientsrdquo and pick up the rest of the assignment yourself
- Call the supervisor and tell her that you have no time to orient some and the float will be more trouble than shersquos worth
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
- Slide 34
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- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
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- Slide 46
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- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Conclusions hellipConclusions hellip
bull A key aspect of leadership is delegation Unless you delegate
tasks to your subordinates your team will become inefficient and
demoralized
bull When a task is delegated to a unlicensed person the professional
nurse remains personally responsible for the outcomes of these
activities (ANA1994)
bull ldquo The secret of success is not in doing your own work but in
recognizing the right [person] to do it rdquo ( Andrew Carnegie )
bull Delegation is a powerful tool when used correctly can create an
effective and safe environment in which staff and patients work
together to achieve positive outcomes
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
Summary hellipSummary hellip
bull As a professional standard for all nurses in all states the assessment analysis diagnosis planning teaching and evaluation stages of the nursing process should not be delegated
bull Delegation is not an option for the manager - it is a necessitybull Delegation should be used for assigning routine tasks and
tasks for which the manager does not have time bull Managers must delegate the authority and the responsibility
necessary to complete the taskbull Delegation does not change the delegatorrsquos accountability or
responsibility for task completionbull The manager should be a wear about when to delegate amp
when notbull The manager has to identifies the Symptoms of Poor
Delegation process within her his organization amp try to solve it or prevented in the future
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
- Slide 32
- Slide 33
- Slide 34
- Slide 35
- Slide 36
- Slide 37
- Slide 38
- Slide 39
- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
- Slide 48
- Slide 49
- Slide 50
- Slide 51
- Slide 52
- Slide 53
- Slide 54
- Slide 55
- Slide 56
- Slide 57
- Slide 58
- Slide 59
- Slide 60
- Slide 61
- Slide 62
- Slide 63
- Slide 64
- Slide 1
- Slide 2
- Slide 3
- Slide 4
- Slide 5
- Slide 6
- Slide 7
- Slide 8
- Slide 9
- Slide 10
- Slide 11
- Slide 12
- Slide 13
- Slide 14
- Slide 15
- Slide 16
- Slide 17
- Slide 18
- Slide 19
- Slide 20
- Slide 21
- Slide 22
- Slide 23
- Slide 24
- Slide 25
- Slide 26
- Slide 27
- Slide 28
- Slide 29
- Slide 30
- Slide 31
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- Slide 33
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- Slide 35
- Slide 36
- Slide 37
- Slide 38
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- Slide 40
- Slide 41
- Slide 42
- Slide 43
- Slide 44
- Slide 45
- Slide 46
- Slide 47
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- Slide 49
- Slide 50
- Slide 51
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