1 Understand their perspective

The first step to making a physician more receptive to delegation is to understand their perspective and motivations. Why are they hesitant to delegate? Do they have concerns about quality, safety, or liability? Do they lack confidence in the skills or competence of the other team members? Do they feel overwhelmed by their workload or responsibilities? Do they have a personal preference or style that makes them want to do everything themselves? By empathizing with their situation and challenges, you can better address their needs and expectations.

2 Build rapport and trust

The second step to making a physician more receptive to delegation is to build rapport and trust with them. This means showing respect, appreciation, and professionalism in your interactions. It also means demonstrating your own skills, knowledge, and experience in your field. You can do this by sharing relevant information, asking for feedback, and offering suggestions or solutions. You can also highlight the benefits of delegation for the physician, such as saving time, reducing stress, or improving outcomes. By building rapport and trust, you can make the physician more comfortable and confident in working with you.

3 Negotiate and clarify roles and expectations

The third step to making a physician more receptive to delegation is to negotiate and clarify roles and expectations. This means having a clear and honest conversation about what tasks can be delegated, to whom, and under what conditions. It also means setting boundaries, limits, and standards for the delegated tasks. You can use tools such as protocols, checklists, or guidelines to facilitate this process. You can also agree on how to communicate, monitor, and evaluate the delegated tasks. By negotiating and clarifying roles and expectations, you can reduce ambiguity, confusion, and conflict.

4 Provide feedback and recognition

The fourth step to making a physician more receptive to delegation is to provide feedback and recognition. This means giving constructive and timely feedback on the delegated tasks, both positive and negative. It also means acknowledging and praising the physician's efforts, contributions, and achievements. You can use verbal, written, or non-verbal cues to express your gratitude and appreciation. You can also share success stories, testimonials, or data that show the impact of delegation. By providing feedback and recognition, you can reinforce the value and satisfaction of delegation.

5 Handle challenges and problems

The fifth step to making a physician more receptive to delegation is to handle challenges and problems that may arise. This means being proactive, flexible, and solution-oriented when facing difficulties or obstacles. It also means being accountable, transparent, and respectful when dealing with errors or mistakes. You can use strategies such as apologizing, explaining, correcting, or preventing to address the issues. You can also seek support, guidance, or mediation from other team members or leaders if needed. By handling challenges and problems, you can prevent or resolve conflicts and maintain trust.

6 Review and improve

The sixth step to making a physician more receptive to delegation is to review and improve the delegation process. This means soliciting and providing feedback on the delegation experience, both from the physician and the other team members. It also means identifying and celebrating the achievements, outcomes, and benefits of delegation. You can use tools such as surveys, interviews, or audits to collect and analyze the feedback. You can also use methods such as reflection, learning, or innovation to improve and enhance the delegation process. By reviewing and improving, you can foster continuous improvement and collaboration.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?