; Building an Exceptional Imaging Management Team: From Theory to Practice
BOX 1. Guidelines to Enhance Delegation Efforts
1. Clearly explain the desired outcome.
2. Identify constraints and boundaries related to authority, accountability, and responsibility.
3. Include managers in the delegation process by allowing them a voice in determining which projects
or tasks are delegated. Do not allow managers to always make selections that are within their comfort
zones; stretch assignments will help them grow and develop.
4. Always remember that, ultimately, accountability rests with the administrator. While responsibility can
be delegated, the final accountability cannot.
5. Whenever possible, delegate to the people who are closest to the work. They typically have the best
knowledge of the details and often have great ideas for improvements and efficiency gains.
6. Keep lines of communication open to ensure questions are answered, milestones are met, and feedback is provided.
7. Focus on results; managers may not perform the project exactly as the administrator would. What is
accomplished is most important, not the process by which it was achieved.
8. When managers encounter problems, help guide them in determining solutions but do not solve the
problems for them.
9. Help managers understand why success is important; this builds motivation and commitment.
10. Maintain control by determining deadlines, reviewing progress at predetermined milestones, and
making adjustments as needed.
Source: Mind Tools Ltd. Successful Delegation. Available at: http://www.mindtools.com/pages/article/newLDR_98
.htm. Accessed May 17, 2010.
improve managers’ skills and confidence,
and ultimately lead to a stronger, more talented team.
• A sense of group efficacy (the belief that
the team can perform well and that
group members are more effective working together than apart)
Develop Your Team’s Emotional
Emotional intelligence (EI) is defined as the
personal characteristics that allow people
to be successful, including self-awareness,
empathy, confidence, and self-control. 8
Applying EI concepts in organizations
was first proposed in the 1990s, when it
was determined that EI is just as important
as IQ with regard to the effectiveness of
leadership. 9 Initially, these concepts were
focused on the individual leader. However,
applying EI theories to a team environment
and working to improve it at the team level
is also essential. Administrators who
enhance the EI of their team will find it
results in a higher level of participation,
cooperation, and collaboration. 9
An example of applying EI concepts is the
following hypothetical scenario. An imaging administrator is required to reduce
labor expenses and includes the management team in the decision-making process.
Four of the five frontline managers suggest
the cutbacks could come from a labor
force reduction within the CT area, a
Administrators who enhance the EI of their team
will find it results in a higher level of participation,
cooperation, and collaboration.