Reflection - Mind Mapping 

 Challenge 

 I am part of a team that has been tasked with helping to 

 determine whether to buy a career development tool from a vendor or   have one of the organization ’s technology teams build our very own   technology tool for this . There are several thousand people in this   organization with many leaders , all of which have different opinions   on what a career development tool should be . That being said , it   would really help if we truly understood “ what is ” or what team   members / employees really want out of a career development tool .   Currently , for the career development process ( performance   management , feedback , rewards , training , etc . ) we have several   technology tools , one for each part of the career development   process . We are trying to streamline the process and house   everything in one tool for a more unified and consistent career   experience . 

 Selection 

 Mind mapping is a design thinking tool that provides patterns 

 and insights that may or may not have been uncovered from other   typical sources of data or research , as presented in Pat Lopez ’s   Mind Mapping presentation . Mind mapping brings customers together   to review existing data and research on a topic so they can review   and provide their own insights on “ what is . ” I selected mind mapping   because I need to truly understand what it is that my clients ( or team   members / employees ) want and need from a career development tool ,   to determine whether a third party ’s vendor tool would meet the   needs of our team members / employees or if creating our own   technology tool would be best . Mind mapping also helps other   participants understand what the current reality is which will help   them understand and appreciate the challenges we face , as we also   learned from Pat Lopez 's presentation . 

 Application 

 I brought together existing data that my project team gathered 

 thus far for the “ what is ” phase . This included focus group qualitative   data , metrics around current usage of internal career development   tools , and reviews from external people on the third party vendor   technology tools . I hung all of the data in a large conference room   and asked my participants , which included clients from multiple   different business areas , including leaders of teams within those   business areas , to review the posted data and research . I provided   sticky notes , a marker , and a clipboard , per Pat Lopez ’s   recommendation , and asked everyone to write down any thoughts   that might inform new ideas or what fits / doesn’t fit as they were going   through the posted research and data . After allowing about 40   minutes for this process , I asked everyone to return to an assigned   seat ( I planned to have a mixed representation of business areas at   each of the 3 tables ) . Following the steps in the presentation , I then   gave everyone roughly 10 minutes to review their own sticky notes   and then organize them into themes and clusters . Next , I asked one   person to start presenting their sticky notes and posting their themes/ clusters on the blank wall nearby their table . After that , each   participant at that table presented their sticky notes and added to the   existing sticky notes on the wall nearby their table . Once all members   of each group were finished posting all of their sticky notes on the   walls , I had everyone review the themes and clusters and identify the   root of what each cluster was getting at , or the insights . Everyone   was given larger notes and a half hour for this step . 

 Performing the Mind Mapping process effectively enabled me to 

 understand what team members / employees want and need from a   career development tool . Using these insights , I started the “ what if ”   process , as well , as recommended by Pat Lopez . I looked at all of   the insights uncovered during the Mind Mapping process and started   to think about what would meet our new design criteria . 

 Insight 

 From this mind mapping process , it was identified that team 

 members wanted a tool that was user friendly / easy to use ,   personalized , and provided a seamless experience . Team members/ 

 employees wanted simple processes when it comes to training ,   performance management , and other aspects of career development .   Regarding the team members / employees wanting a personalized   experience , it was identified that team members / employees want   their previous trainings and performance conversations to pull into   one spot as it relates to them personally . They also wanted the tool to   use their historical information and provide recommendations on skills   they need to work on , trainings they should complete , or articles to   read . Additionally , housing everything in one tool would also create a   seamless experience , so team members / employees were n’t being   routed to several different sites for various aspects of the career   development process . That being said , we now know what to look for   in a third party vendor ’s tool or what we need to create if a vendor is   unable to meet those needs . 

 It was very interesting to watch the process of uncovering 

 themes and clusters and then using those to identify the insights . The   uncovered insight of having a personalized experience that came   from a theme / cluster was fascinating to me . I do n’t think the project   team was thinking that deep or far into the process so finding that   insight from team members / employees was very beneficial . It really   opened my eyes to the different types of insights you can uncover   from mind mapping . 

 Approach 

 I followed the process as described in Pat Lopez ’s 

 presentation on Mind Mapping pretty closely and it worked very well .   That being said , I would use the same approach for any challenge   where I need to gain insight on what actually is regarding tools or   processes that team members / employees use or will use in the   future . If I had additional time for a project in the future , I suppose the   only thing I would do differently is add more groups to perform the   mind mapping process with to see what additional insights I could   gain . Bringing in team members / employees that may actually use the   tool to gain insights on what is or what they really want and need will   help ensure that the tool is used and well - liked for long - term adoption   and tool success . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: 
PHONE_NUM: 
STREET_ADDRESS: 
URL_PERSONAL: 
USERNAME: 

### Task: You are a PII (Personal Identity Information) Detection. Given a essays written by students, you have to identify ONLY the following:
NAME_STUDENT - The full or partial name of a student that is not necessarily the author of the essay. This excludes instructors, authors, and other person names.
EMAIL - A student’s email address.
USERNAME - A student's username on any platform.
ID_NUM - A number or sequence of characters that could be used to identify a student, such as a student ID or a social security number.
PHONE_NUM - A phone number associated with a student.
URL_PERSONAL - A URL that might be used to identify a student.
STREET_ADDRESS - A full or partial street address that is associated with the student, such as their home address.
### Input: Reflection - Mind Mapping 

 Challenge 

 I am part of a team that has been tasked with helping to 

 determine whether to buy a career development tool from a vendor or   have one of the organization ’s technology teams build our very own   technology tool for this . There are several thousand people in this   organization with many leaders , all of which have different opinions   on what a career development tool should be . That being said , it   would really help if we truly understood “ what is ” or what team   members / employees really want out of a career development tool .   Currently , for the career development process ( performance   management , feedback , rewards , training , etc . ) we have several   technology tools , one for each part of the career development   process . We are trying to streamline the process and house   everything in one tool for a more unified and consistent career   experience . 

 Selection 

 Mind mapping is a design thinking tool that provides patterns 

 and insights that may or may not have been uncovered from other   typical sources of data or research , as presented in Pat Lopez ’s   Mind Mapping presentation . Mind mapping brings customers together   to review existing data and research on a topic so they can review   and provide their own insights on “ what is . ” I selected mind mapping   because I need to truly understand what it is that my clients ( or team   members / employees ) want and need from a career development tool ,   to determine whether a third party ’s vendor tool would meet the   needs of our team members / employees or if creating our own   technology tool would be best . Mind mapping also helps other   participants understand what the current reality is which will help   them understand and appreciate the challenges we face , as we also   learned from Pat Lopez 's presentation . 

 Application 

 I brought together existing data that my project team gathered 

 thus far for the “ what is ” phase . This included focus group qualitative   data , metrics around current usage of internal career development   tools , and reviews from external people on the third party vendor   technology tools . I hung all of the data in a large conference room   and asked my participants , which included clients from multiple   different business areas , including leaders of teams within those   business areas , to review the posted data and research . I provided   sticky notes , a marker , and a clipboard , per Pat Lopez ’s   recommendation , and asked everyone to write down any thoughts   that might inform new ideas or what fits / doesn’t fit as they were going   through the posted research and data . After allowing about 40   minutes for this process , I asked everyone to return to an assigned   seat ( I planned to have a mixed representation of business areas at   each of the 3 tables ) . Following the steps in the presentation , I then   gave everyone roughly 10 minutes to review their own sticky notes   and then organize them into themes and clusters . Next , I asked one   person to start presenting their sticky notes and posting their themes/ clusters on the blank wall nearby their table . After that , each   participant at that table presented their sticky notes and added to the   existing sticky notes on the wall nearby their table . Once all members   of each group were finished posting all of their sticky notes on the   walls , I had everyone review the themes and clusters and identify the   root of what each cluster was getting at , or the insights . Everyone   was given larger notes and a half hour for this step . 

 Performing the Mind Mapping process effectively enabled me to 

 understand what team members / employees want and need from a   career development tool . Using these insights , I started the “ what if ”   process , as well , as recommended by Pat Lopez . I looked at all of   the insights uncovered during the Mind Mapping process and started   to think about what would meet our new design criteria . 

 Insight 

 From this mind mapping process , it was identified that team 

 members wanted a tool that was user friendly / easy to use ,   personalized , and provided a seamless experience . Team members/ 

 employees wanted simple processes when it comes to training ,   performance management , and other aspects of career development .   Regarding the team members / employees wanting a personalized   experience , it was identified that team members / employees want   their previous trainings and performance conversations to pull into   one spot as it relates to them personally . They also wanted the tool to   use their historical information and provide recommendations on skills   they need to work on , trainings they should complete , or articles to   read . Additionally , housing everything in one tool would also create a   seamless experience , so team members / employees were n’t being   routed to several different sites for various aspects of the career   development process . That being said , we now know what to look for   in a third party vendor ’s tool or what we need to create if a vendor is   unable to meet those needs . 

 It was very interesting to watch the process of uncovering 

 themes and clusters and then using those to identify the insights . The   uncovered insight of having a personalized experience that came   from a theme / cluster was fascinating to me . I do n’t think the project   team was thinking that deep or far into the process so finding that   insight from team members / employees was very beneficial . It really   opened my eyes to the different types of insights you can uncover   from mind mapping . 

 Approach 

 I followed the process as described in Pat Lopez ’s 

 presentation on Mind Mapping pretty closely and it worked very well .   That being said , I would use the same approach for any challenge   where I need to gain insight on what actually is regarding tools or   processes that team members / employees use or will use in the   future . If I had additional time for a project in the future , I suppose the   only thing I would do differently is add more groups to perform the   mind mapping process with to see what additional insights I could   gain . Bringing in team members / employees that may actually use the   tool to gain insights on what is or what they really want and need will   help ensure that the tool is used and well - liked for long - term adoption   and tool success .
### Output: 