The Book Out Of The Question : How Curious Leaders Win

When delegating work within one’s area of responsibility, following process can be tracked for appropriate process (UK’s NMC’s Council, 2007) -

Explain the reason why the task needs to be done, its importance, and possible complications that can occur.

Great leaders generally have to lead more than one person. They have a group or team that needs to collaborate and cooperate in order to get the work done, and this means that the leader needs to be adept at

Delegation can save money and time, help in building skills, and motivate people. Poor delegation, on the other hand, might cause frustration and confusion to all the involved parties.

Delegation is a formal process through which a regulated health professional (delegator) who has the authority and competence to perform a procedure under one of the controlled acts delegates the performance of that procedure to another individual (delegatee) (College of Nurses of Ontario, 2014).

In nursing, delegation helps in making use of the talent or skills of another person. One nurse transfers interventions which are under his/her practice roles to another to another member of the healthcare team who lacks such powers authorized under their scope of practice. Delegation can only take place if it is in patient’s best interest.

Having a leader who doesn’t know what they are doing isn’t that great.There is no telling if they will pull through, or if they will get you out of the hard situations. We should encourage certain traits, so that we don’t have to worry if our leaders are up to the task. Two good examples of magnificent leaders are Lin-Manuel Miranda ( “Lin-Manuel Miranda Biography” Biography.com by Clarence Haynes) and Odysseus (“The Odyssey” by Homer). They help inspire us and remind us to be clever and determined. Some may say that neither are well fit to be called brilliant leaders, but would terrible ones be as loved and cherished as they are? Only the determined and clever make it to the top. Determination

West’s personal definition of the word leader, she highlights, “A great leader inspires confidence in other people and moves them to action. A great leader is an excellent follower. A good leader must be a good follower. For me, being the leader of my three areas (Insurance verifier, Central Scheduling, and Referral coordinator), I have to take direction from my leader, the manager. A leader is one who knows, understands, and believes in the company’s vision and goals. In addition, a good leader plays an active part in achieving those goals by building a team that is focused on achieving those goals as well” (n.p.).

Delegation is the responsibility of the knowledgeable and educated nurse. The nurses understanding of the level of skill the person posses is imperative to the successful act of delegating. Once the skill is performed it is the responsibility of the professional nurse to evaluate if it was completed and documented accurately. “Professional nurses use nursing judgment in delegation” (CNN, 2015).

In order for a leader to be a leader he/she must begin with the assumption that you are the one who matters most. As a leader you have to possess that level of confidence in yourself that you are capable of leading yourself “before you can lead others”. And when you develop this belief then you are better able of affirmative influence “on others”.

This paper will attempt to show what skills are necessary for effective delegation, and how the managers of the author 's organization uses delegation in his or her management responsibilities. The paper will also attempt to show how delegation could be used more effectively within the four functions of management in that same organization. Through delegation managers combine task responsibilities and the authority needed to carry out tasks in the organization. The author will also discuss some advantages of delegation as well as the issue of poor delegation.

In corporate America the term used to describe a person in a position of power is “Manager”. A leader can be a manager, but a manager is not necessarily a leader. Leaders motivate, challenge, and influence others to achieve goals. Great leaders have the necessary skills and attributes which allow them to connect with the team and organization. Being a leader is not the same as managing an organization. Leader’s posses the interpersonal skills needed to influence others to achieve a goal willingly. Leading is a major part of a manager’s job. Leaders do not need to be a manager to lead people, but managers must know how to lead as well as manage.

The company can increase employee responsibility through delegation. If they are responsible for a task a person is more likely to ensure that it gets done and done well, even more so if the task contributes to a team effort and they can expect to receive recognition for their contribution.

Delegation is an important function in any organization and in today’s environment we see it becoming increasingly important in the health care setting. For management to make the best use of their time and skills effective delegation of tasks to the staff assists in their growth and development, builds confidence and trust, and increases the amount of work completed. Effective delegating provides benefits to the organization when managers mobilize resources, share responsibilities, and focus on doing a few tasks well, rather than many things less effectively resulting in increased management and leadership potential. The need for accessible, affordable, quality health care and an ever-growing shortfall of practitioners and providers

For decade’s individuals, companies, and organizations have spent an unprecedented amount of money on researching, molding, modeling and working to define what a leader is and what characteristics make successful leaders. Despite all the research, there is not a quick answer or even full agreement as to what makes an individual an effective leader. The definition of a leader is “someone who can influence others and who has managerial authority.” (Robbins, Decenzo, Coulter, 2015. P.370)