Mind Mapping for Career Pathing 

 Challenge 

 The company I work for currently employs nearly 11,000 people in this region .   There are many different   divisions and numerous departments within those divisions .   A great challenge within the company is   career pathing for employees .   It is hard to define a specific career journey because there are so many   possible paths .   Employees may not only want to move up within their department ; they could also want   to move to a different department or even division .   There is not enough communication to relay to   employees about the necessary steps to change job roles within the company .   To tackle this challenge , I   became a member of the “ Career Squad . ”   The ultimate goal of the squad is to empower the employees   in their career journey through clarification , transparency , and education . 

 Selection 

 We have selected to use the mind mapping tool to further understand employee concerns and   brainstorm ideas to achieve small goals .   As stated in Guadalupe Gutierrez ’s video , “ Mind Mapping Tool , ” a   mind map allows us to look for themes and patterns within our data to establish criteria for the “ What   If ” phase .   In order to effectively clarify a career path , we must be able to identify the patterns and   interests of our employees . 

 Application 

 We first collected our data by sending company - wide surveys to understand “ what is . ”   The surveys   included questions about the overall environment within the company and improvements that could be   made .   Open - ended questions were also included so that we could get verbatim from the employees .    We took a deep - dive into the employee feedback and survey results to understand that there is   employee dissatisfaction surrounding career pathing , or rather , a lack of information and   communication .   There is no clear alignment on what career paths could potentially be available . 

 Similar to the mind mapping process described in Jeanne Liedtka and Tim Ogilvie ’s book , Designing for   Growth , the squad held a “ yard sale ” with all of the survey results .   We made mind maps of all relevant   information regarding employees wanting to change job roles , including the stakeholders that would be   involved in the process .   Through the verbatims on the survey , we found a pattern that many employees   would like to have more networking tools accessible .   The Career Squad was able to brainstorm how to   incorporate this pattern and create a small goal to help our ultimate goal for career pathing . 

 Our insights , mind maps , and brainstorms revealed that a mentorship program would allow employees   not only to meet new people within the company and establish relationships , but also learn about the   division they may want to transfer to on their career path journey .   Currently , we have some mentorship   programs in place , but they are exclusive to the division and there is not much communication on the   programs for joining .   Thus , a small task force within the Career Squad is now working on is identifying   the mentorship programs that are available divisionally , and learning the pros and cons of the programs .    From there , we can evaluate the programs and create one ideal program that could be non - divisional .    Then , all employees would have access to the program .   This will help with networking and ultimately   the employee career path . 

 Insight and Approach 

 Mind mapping is a great tool to use because new ideas are always generated when themes and patterns   are found .   While we started our Career Squad focused on the employee career path as a big picture , we   found from survey results that networking is an integral part of the process .   I was surprised to see how   our big goal was changed by our employee feedback and squad insights .   We were then able to create   small goals to accomplish , such as identifying mentorship programs .   From there , we can use the mind   mapping tool again to find out what works and what does n’t within the mentorship programs currently   available .   In the future , I would like to include more people in our mind mapping brainstorm .   This will   allow us to get different perspectives and ideas for how we can improve our company and educate our   employees on career pathing .   I am looking forward to using the learning launch tool as well so that we   can test our innovation in real life . 


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: Mind Mapping for Career Pathing 

 Challenge 

 The company I work for currently employs nearly 11,000 people in this region .   There are many different   divisions and numerous departments within those divisions .   A great challenge within the company is   career pathing for employees .   It is hard to define a specific career journey because there are so many   possible paths .   Employees may not only want to move up within their department ; they could also want   to move to a different department or even division .   There is not enough communication to relay to   employees about the necessary steps to change job roles within the company .   To tackle this challenge , I   became a member of the “ Career Squad . ”   The ultimate goal of the squad is to empower the employees   in their career journey through clarification , transparency , and education . 

 Selection 

 We have selected to use the mind mapping tool to further understand employee concerns and   brainstorm ideas to achieve small goals .   As stated in Guadalupe Gutierrez ’s video , “ Mind Mapping Tool , ” a   mind map allows us to look for themes and patterns within our data to establish criteria for the “ What   If ” phase .   In order to effectively clarify a career path , we must be able to identify the patterns and   interests of our employees . 

 Application 

 We first collected our data by sending company - wide surveys to understand “ what is . ”   The surveys   included questions about the overall environment within the company and improvements that could be   made .   Open - ended questions were also included so that we could get verbatim from the employees .    We took a deep - dive into the employee feedback and survey results to understand that there is   employee dissatisfaction surrounding career pathing , or rather , a lack of information and   communication .   There is no clear alignment on what career paths could potentially be available . 

 Similar to the mind mapping process described in Jeanne Liedtka and Tim Ogilvie ’s book , Designing for   Growth , the squad held a “ yard sale ” with all of the survey results .   We made mind maps of all relevant   information regarding employees wanting to change job roles , including the stakeholders that would be   involved in the process .   Through the verbatims on the survey , we found a pattern that many employees   would like to have more networking tools accessible .   The Career Squad was able to brainstorm how to   incorporate this pattern and create a small goal to help our ultimate goal for career pathing . 

 Our insights , mind maps , and brainstorms revealed that a mentorship program would allow employees   not only to meet new people within the company and establish relationships , but also learn about the   division they may want to transfer to on their career path journey .   Currently , we have some mentorship   programs in place , but they are exclusive to the division and there is not much communication on the   programs for joining .   Thus , a small task force within the Career Squad is now working on is identifying   the mentorship programs that are available divisionally , and learning the pros and cons of the programs .    From there , we can evaluate the programs and create one ideal program that could be non - divisional .    Then , all employees would have access to the program .   This will help with networking and ultimately   the employee career path . 

 Insight and Approach 

 Mind mapping is a great tool to use because new ideas are always generated when themes and patterns   are found .   While we started our Career Squad focused on the employee career path as a big picture , we   found from survey results that networking is an integral part of the process .   I was surprised to see how   our big goal was changed by our employee feedback and squad insights .   We were then able to create   small goals to accomplish , such as identifying mentorship programs .   From there , we can use the mind   mapping tool again to find out what works and what does n’t within the mentorship programs currently   available .   In the future , I would like to include more people in our mind mapping brainstorm .   This will   allow us to get different perspectives and ideas for how we can improve our company and educate our   employees on career pathing .   I am looking forward to using the learning launch tool as well so that we   can test our innovation in real life .
### Output: 