Being an Analyst
Supervising
Build the skills to effectively supervise others by providing guidance, delegating work, and fostering team growth through clear communication and feedback.
start
Index
Intro to Being an Analyst
Your Strengths
Delegation
Coaching
Discover your CliftonStrengths and self-reflect
Dive into delegation and best practices
Learn about the coaching process and coaching questions
Next Steps
Feedback
Review the purpose of feedback and best practices
Explore the next steps for Being an Analyst training
Supervisor Role
Intro to Being an Analyst
As an Analyst, you may be responsible for supervising team members and supporting their development. Below are the tasks expected of a supervisor.
Role of an Analyst supervisor
Conduct one-on-one's
Delegation
Coaching
Give Feedback
The ability to perceive and understand the things that make you who you are as an individual.
The ability to delegate opportunities to grow and develop team members.
The ability to motivate team members to accomplish team objectives.
The ability to provide meaningful feedback and motivate team members at all levels.
Delegation
Dive into the art of delegation by understanding the people you'll delegate to and the tasks you'll delegate
Delegating Tasks
Delegation
Intro to Being an Analyst
Traits of Tasks to Delegate
Traits of Tasks to Keep
Delegation: The Task
Delegation allows for:
- Increased efficiency
- Enhanced motivation and engagement
- Better decision-making
- Improved team dynamics
- More opportunities for growth and advancement
However, not all tasks should be delegated. Drag the tasks to each category based on what tasks to delegate versus which to do yourself.
Time-Consuming
Confidential
Ill-Defined
Interesting
Critical Decision
Developmental
Routine
Feedback
Solution
Delegation
Intro to Being an Analyst
Traits of Tasks to Delegate
Traits of Tasks to Keep
Delegation: The Task
Delegation allows for:
- Increased efficiency
- Enhanced motivation and engagement
- Better decision-making
- Improved team dynamics
- More opportunities for growth and advancement
However, not all tasks should be delegated. Drag the tasks to each category based on what tasks to delegate versus which to do yourself.
Routine
Developmental
Interesting
Time-Consuming
Feedback
Confidential
Ill-Defined
Critical Decision
Delegation
Intro to Being an Analyst
Delegation: The Process
Once you've decided to delegate a task, follow these four steps to delegate the task to your direct report. Click on each number to learn more!
State
Tell your direct report what the task is
Ask
Assign the task to your direct report
Set
Provide a deadline for the task
Request
Set up status reporting on the task
Delegation
Intro to Being an Analyst
Delegation: The Person
Delegation can vary based on the developmental level of the person you're delegating a task to. Click on each level below to learn the traits of each as well as how to delegate to someone at each level.
Capable but Cautious Performer
Disillusioned Learner
Self-Reliant Achiever
Enthusiastic Beginner
Developing
Developed
Developmental Level
Delegation
Intro to Being an Analyst
Practice
Apply your knowledge of the developmental styles
What developmental level is Axl?
What developmental level is Nalani?
You are supervising one new Associate, Axl and one experienced Associate, Nalani. Nalani has been at Sendero on different projects for about a year and has maintained great relationships with the stakeholders. Recently, she has been completing tasks with minimal-to-no directions from you. Axl has been at Sendero for about three months and is new to the team. Recently, you noticed that Axl is having a difficult time meeting deadlines but is eager to contribute to the team.
Delegation
Intro to Being an Analyst
Practice
One-on-Ones
Tap into the framework behind coaching and providing feedback to others
Feedback
One-on-Ones
Intro to Being an Analyst
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Click on each number to learn more!
Trust
Building a trusting relationship
Feedback
Providing mutual feedback to help each other grow
Alignment
Staying informed and aligned
One-on-Ones
Supervising
One-on-One Components
Click on the buttons below to explore the 5 components of one-on-ones.
Who: you and your supervisee
When: weekly
Where: in-person or virtual
What: opportunity to connect on tasks, ask questions, and give/receive feedback
Why: provide a personal checkpoint to check in on project work, ask questions, and discuss any issues
One-on-Ones
Supervising
Responsibilities for One-on-Ones
In a one-on-one, responsibilities for a supervisor and a direct report differ. Explore both roles to discover the responsibilities of each.
Supervisor
Direct Report
Check out the 1:1 toolkit on Degreed for tips on how to make one-one-ones more consistent and effective
Feedback
Review the importance of feedback and best practices when providing it to others
Giving Feedback
Feedback
Supervising
Feedback Pro Tips
Click on the buttons below for a few things to remember when providing feedback.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Feedback
Review the importance of feedback and best practices when providing it to others
Giving Feedback
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Click on each number to learn more!
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Text button
Communicating with your Manager
Learn the importance of communicating with your Manager and what topics to escalate.
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Title 2
Title 2
- Numbered list
- Numbered list
Subtitle
Subtitle
Title 2
Subtitle
Subtitle
- Numbered list
- Numbered list
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Thank you!
Contact the L&D team with questions about this material or Being an Analyst training.
Disillusioned Learner
Traits: Overwhelmed, less confident, some knowledge and skills
Delegation Style: Coaching Give a high degree of direction to your direct report while considering their input, suggestions, and ideas
Enthusiastic Beginner
Traits: Curious, eager, limited knowledge and skills
Delegation Style: Directing Plan and priortize what has to be accomplished for your direct report
Self-Reliant Achiever
Traits: Confident, self-motivated, skilled and knowledgeable
Delegation Style: Delegating Allow and trust your direct report to act independently when appropriate and empower them to grow to even higher levels
Direct Report Responsibilities
- Schedule one-on-ones
- Drive meeting
- Bring agenda and questions
- Ask for help and guidance
Lorem ipsum dolor sit amet
- Since Nalani is a self-reliant
achiever, you should use a delegating delegation style where you allow and
trust her to act independently when appropriate
- Since Axl is an enthusiastic
beginner, you should use a directing delegation style where you plan and
prioritize what has to be accomplished for him
Subtitle
Direct Report Responsibilities
- Schedule one-on-ones
- Drive meeting
- Bring agenda and questions
- Ask for help and guidance
Title 2
Supervisor Responsibilities
- Offer support and guidance
- Provide feedback
- Delegate work
- Communicate information down from Manager and up to Manager as needed, e.g., performance
- Check in on bandwidth and well-being
- Check on project/deliverable status
Capable but Cautious Performer
Traits: Motivated, confident in some areas, some knowledge and skills
Delegation Style: Supporting Help your direct report reach their own solutions by asking questions that expand their thinking and encourage risk-taking
Supervisor Responsibilities
- Offer support and guidance
- Provide feedback
- Delegate work
- Communicate information down from Manager and up to Manager as needed, e.g., performance
- Check in on bandwidth and well-being
- Check on project/deliverable status
Supervising
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Transcript
Being an Analyst
Supervising
Build the skills to effectively supervise others by providing guidance, delegating work, and fostering team growth through clear communication and feedback.
start
Index
Intro to Being an Analyst
Your Strengths
Delegation
Coaching
Discover your CliftonStrengths and self-reflect
Dive into delegation and best practices
Learn about the coaching process and coaching questions
Next Steps
Feedback
Review the purpose of feedback and best practices
Explore the next steps for Being an Analyst training
Supervisor Role
Intro to Being an Analyst
As an Analyst, you may be responsible for supervising team members and supporting their development. Below are the tasks expected of a supervisor.
Role of an Analyst supervisor
Conduct one-on-one's
Delegation
Coaching
Give Feedback
The ability to perceive and understand the things that make you who you are as an individual.
The ability to delegate opportunities to grow and develop team members.
The ability to motivate team members to accomplish team objectives.
The ability to provide meaningful feedback and motivate team members at all levels.
Delegation
Dive into the art of delegation by understanding the people you'll delegate to and the tasks you'll delegate
Delegating Tasks
Delegation
Intro to Being an Analyst
Traits of Tasks to Delegate
Traits of Tasks to Keep
Delegation: The Task
Delegation allows for:
- Increased efficiency
- Enhanced motivation and engagement
- Better decision-making
- Improved team dynamics
- More opportunities for growth and advancement
However, not all tasks should be delegated. Drag the tasks to each category based on what tasks to delegate versus which to do yourself.Time-Consuming
Confidential
Ill-Defined
Interesting
Critical Decision
Developmental
Routine
Feedback
Solution
Delegation
Intro to Being an Analyst
Traits of Tasks to Delegate
Traits of Tasks to Keep
Delegation: The Task
Delegation allows for:
- Increased efficiency
- Enhanced motivation and engagement
- Better decision-making
- Improved team dynamics
- More opportunities for growth and advancement
However, not all tasks should be delegated. Drag the tasks to each category based on what tasks to delegate versus which to do yourself.Routine
Developmental
Interesting
Time-Consuming
Feedback
Confidential
Ill-Defined
Critical Decision
Delegation
Intro to Being an Analyst
Delegation: The Process
Once you've decided to delegate a task, follow these four steps to delegate the task to your direct report. Click on each number to learn more!
State
Tell your direct report what the task is
Ask
Assign the task to your direct report
Set
Provide a deadline for the task
Request
Set up status reporting on the task
Delegation
Intro to Being an Analyst
Delegation: The Person
Delegation can vary based on the developmental level of the person you're delegating a task to. Click on each level below to learn the traits of each as well as how to delegate to someone at each level.
Capable but Cautious Performer
Disillusioned Learner
Self-Reliant Achiever
Enthusiastic Beginner
Developing
Developed
Developmental Level
Delegation
Intro to Being an Analyst
Practice
Apply your knowledge of the developmental styles
What developmental level is Axl?
What developmental level is Nalani?
You are supervising one new Associate, Axl and one experienced Associate, Nalani. Nalani has been at Sendero on different projects for about a year and has maintained great relationships with the stakeholders. Recently, she has been completing tasks with minimal-to-no directions from you. Axl has been at Sendero for about three months and is new to the team. Recently, you noticed that Axl is having a difficult time meeting deadlines but is eager to contribute to the team.
Delegation
Intro to Being an Analyst
Practice
One-on-Ones
Tap into the framework behind coaching and providing feedback to others
Feedback
One-on-Ones
Intro to Being an Analyst
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Click on each number to learn more!
Trust
Building a trusting relationship
Feedback
Providing mutual feedback to help each other grow
Alignment
Staying informed and aligned
One-on-Ones
Supervising
One-on-One Components
Click on the buttons below to explore the 5 components of one-on-ones.
Who: you and your supervisee
When: weekly
Where: in-person or virtual
What: opportunity to connect on tasks, ask questions, and give/receive feedback
Why: provide a personal checkpoint to check in on project work, ask questions, and discuss any issues
One-on-Ones
Supervising
Responsibilities for One-on-Ones
In a one-on-one, responsibilities for a supervisor and a direct report differ. Explore both roles to discover the responsibilities of each.
Supervisor
Direct Report
Check out the 1:1 toolkit on Degreed for tips on how to make one-one-ones more consistent and effective
Feedback
Review the importance of feedback and best practices when providing it to others
Giving Feedback
Feedback
Supervising
Feedback Pro Tips
Click on the buttons below for a few things to remember when providing feedback.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Provide your feedback in a safe environment.
Feedback
Review the importance of feedback and best practices when providing it to others
Giving Feedback
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Click on each number to learn more!
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Text button
Communicating with your Manager
Learn the importance of communicating with your Manager and what topics to escalate.
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Title 2
Title 2
Subtitle
Subtitle
Title 2
Subtitle
Subtitle
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Communicating with your Manager
Supervising
When conducting one-on-ones, you must recognize their importance and positive benefits. Successful one-on-one's aimto facilitate the following:
Thank you!
Contact the L&D team with questions about this material or Being an Analyst training.
Disillusioned Learner
Traits: Overwhelmed, less confident, some knowledge and skills
Delegation Style: Coaching Give a high degree of direction to your direct report while considering their input, suggestions, and ideas
Enthusiastic Beginner
Traits: Curious, eager, limited knowledge and skills
Delegation Style: Directing Plan and priortize what has to be accomplished for your direct report
Self-Reliant Achiever
Traits: Confident, self-motivated, skilled and knowledgeable
Delegation Style: Delegating Allow and trust your direct report to act independently when appropriate and empower them to grow to even higher levels
Direct Report Responsibilities
Lorem ipsum dolor sit amet
Subtitle
Direct Report Responsibilities
Title 2
Supervisor Responsibilities
Capable but Cautious Performer
Traits: Motivated, confident in some areas, some knowledge and skills
Delegation Style: Supporting Help your direct report reach their own solutions by asking questions that expand their thinking and encourage risk-taking
Supervisor Responsibilities