Tk

Pravin Waghmare
Pravin WaghmareDOING MSC(nursing)in psychiatric à teacher
Delegation is very different from simply assigning someone a task or project
that falls into his or her established job description or requirements. When
you delegate, you give someone else one of your job tasks to complete with the
authority and control to complete it properly. Delegation is not abdication. You
share accountability for the assignment, which is why checkpoints are established
to monitor overall progress. Just as the outcomes of your entire department are
your responsibility, you are also responsible for the ultimate success of the
delegation process.
When delegation is done properly and for the right reasons, it helps foster a climate
of trust and creates growth opportunities for your employees. Here are five
principles that can help you create an effective delegation process.
1. Determine what you will delegate. Effective delegation begins with defining
your responsibilities. Write down all of your activities and responsibilities. Review
your master list and categorize all of the items into two secondary lists: things you
alone must do and things that others could do or help you complete. Anything that
falls into the second list presents an opportunity for delegation.
2. Choose the right person to delegate the task to. Andrew Carnegie said, "The
secret to success lies not in doing your own work, but in recognizing the right
person to do it." The key to finding the right person to delegate an assignment to is
matching skills and attitude to the task at hand.
3. Clarify the desired results. When the results are clear, it allows the employee
to use his or her own creativity and resources to accomplish the task. An added
benefit of effective delegation is the individual may find a better and more
effective way to accomplish the task or achieve the desired results.
4. Clearly define the employee's responsibility and authority as it relates to the
delegated task. Clearly communicate the expectation, responsibilities, and
timeline. Be sure to ask the employee to share his or her understanding.
5. Establish a follow up meeting or touch points. The follow up meetings should
be focused on two things-monitoring progress and determining the need for
assistance. The number of follow up meetings will vary based on the scope of the
task or project and whether the employee is new or a long term member of the
department.
Once you have created a solid process for delegation, stick to it, and avoid reverse
delegation. At times, a team member may try to dump the delegated task back to
you, and you may feel tempted to take it back especially if he or she seems to be
struggling. Helping him or her stretch outside his or her comfort zone is all
part of a positive growth and development. Use the scheduled follow up
meetings to manage the delegation process, provide encouragement, and
monitor the results!

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Tk

  • 1. Delegation is very different from simply assigning someone a task or project that falls into his or her established job description or requirements. When you delegate, you give someone else one of your job tasks to complete with the authority and control to complete it properly. Delegation is not abdication. You share accountability for the assignment, which is why checkpoints are established to monitor overall progress. Just as the outcomes of your entire department are your responsibility, you are also responsible for the ultimate success of the delegation process. When delegation is done properly and for the right reasons, it helps foster a climate of trust and creates growth opportunities for your employees. Here are five principles that can help you create an effective delegation process. 1. Determine what you will delegate. Effective delegation begins with defining your responsibilities. Write down all of your activities and responsibilities. Review your master list and categorize all of the items into two secondary lists: things you alone must do and things that others could do or help you complete. Anything that falls into the second list presents an opportunity for delegation. 2. Choose the right person to delegate the task to. Andrew Carnegie said, "The secret to success lies not in doing your own work, but in recognizing the right person to do it." The key to finding the right person to delegate an assignment to is matching skills and attitude to the task at hand. 3. Clarify the desired results. When the results are clear, it allows the employee to use his or her own creativity and resources to accomplish the task. An added benefit of effective delegation is the individual may find a better and more effective way to accomplish the task or achieve the desired results. 4. Clearly define the employee's responsibility and authority as it relates to the delegated task. Clearly communicate the expectation, responsibilities, and timeline. Be sure to ask the employee to share his or her understanding. 5. Establish a follow up meeting or touch points. The follow up meetings should be focused on two things-monitoring progress and determining the need for assistance. The number of follow up meetings will vary based on the scope of the task or project and whether the employee is new or a long term member of the department. Once you have created a solid process for delegation, stick to it, and avoid reverse delegation. At times, a team member may try to dump the delegated task back to
  • 2. you, and you may feel tempted to take it back especially if he or she seems to be struggling. Helping him or her stretch outside his or her comfort zone is all part of a positive growth and development. Use the scheduled follow up meetings to manage the delegation process, provide encouragement, and monitor the results!