Reflection - Personas 

 Challenge 

 In the company ( insurance , 7000 employees ) where I work , digitization will massively change the jobs   of many employees ( especially in the claims - department ) . The content of jobs will change , tasks will   partially or completely disappear , and certain job profiles will emerge . As part of the strategy work , I   had to work on the area of skills management and future skills . The questions I was asked were :   What skills do our employees have today ? What skills will we need in the future ? And how do we   develop our employees ? That was my starting point . 

 Selection 

 I decided to work with the instrument personas and created - together with a team - personas for   various job profiles . 

 We observed ( journey mapping - as we heard in week 1 ) and interviewed the employees in their   current roles and then created personas . For example , Anna , who today had administrative tasks as a   clerk . We gave Anna a face ( using visualization ) , showed what her everyday life looked like , which IT   programs she used , what she did , what thoughts / hopes / fears she had . With this we were able to   cover the " What is " step . 

 In a second step , we worked out Anna 's future role . She then worked at the customer interface and   took customer concerns directly . The administrative tasks were handled directly by the IT system . We   described the new skills Anna would use in her work , what her future daily routine might look like ,   and what she thinks and feels about the new situation . In other words , the " what if " step . 

 Insights 

 This approach helped us later with the workshop participants to understand the reality of the   employees better and more holistically . We felt the employees better and perceived them much   more as people than as abstract workers . The discussions became more concrete and the approaches   to solutions went much further than the ideas we had before when we simply asked the question   " what skills will employees need in the future ? " I was absolutely blown away by the energy in the   workshop and the results . Instead of just looking at the issue from the company 's perspective and   assuming that Anna is afraid of losing her job , suddenly completely different thought patterns   emerged . What would we have to do to make Anna feel like this change is great and she finally has   time to take care of customers . Really doing value and meaningful work instead of boring data entry ?   These other thought patterns were new to this line of questioning . Classically , many and   unanimously thought of fear & job loss . 

 Working with personas has absolutely worked for me and I will certainly use this again . It is true that   it took a massive amount of time to observe and create . But the quality and creativity of the   solutions was absolutely worth it . 

 Approach : 

 I would certainly use this tool again in a similar starting situation . After this training , I would try to   include analytical data - if available - in addition to the interviews and observations . In this case ,   evaluations from HR would certainly have been available . I am thinking of length of service ,   education level or fluctuation . This improvement would certainly have been a good addition . 

 On a personal level , my finding is that I ( as a facilitator ) have to be open to solutions and concentrate   on the process . Sometimes I found myself getting into solution mode with the team . And that was n’t   my role . 

 Using personas was a great experience and I am very happy with the results . 


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 - Personas 

 Challenge 

 In the company ( insurance , 7000 employees ) where I work , digitization will massively change the jobs   of many employees ( especially in the claims - department ) . The content of jobs will change , tasks will   partially or completely disappear , and certain job profiles will emerge . As part of the strategy work , I   had to work on the area of skills management and future skills . The questions I was asked were :   What skills do our employees have today ? What skills will we need in the future ? And how do we   develop our employees ? That was my starting point . 

 Selection 

 I decided to work with the instrument personas and created - together with a team - personas for   various job profiles . 

 We observed ( journey mapping - as we heard in week 1 ) and interviewed the employees in their   current roles and then created personas . For example , Anna , who today had administrative tasks as a   clerk . We gave Anna a face ( using visualization ) , showed what her everyday life looked like , which IT   programs she used , what she did , what thoughts / hopes / fears she had . With this we were able to   cover the " What is " step . 

 In a second step , we worked out Anna 's future role . She then worked at the customer interface and   took customer concerns directly . The administrative tasks were handled directly by the IT system . We   described the new skills Anna would use in her work , what her future daily routine might look like ,   and what she thinks and feels about the new situation . In other words , the " what if " step . 

 Insights 

 This approach helped us later with the workshop participants to understand the reality of the   employees better and more holistically . We felt the employees better and perceived them much   more as people than as abstract workers . The discussions became more concrete and the approaches   to solutions went much further than the ideas we had before when we simply asked the question   " what skills will employees need in the future ? " I was absolutely blown away by the energy in the   workshop and the results . Instead of just looking at the issue from the company 's perspective and   assuming that Anna is afraid of losing her job , suddenly completely different thought patterns   emerged . What would we have to do to make Anna feel like this change is great and she finally has   time to take care of customers . Really doing value and meaningful work instead of boring data entry ?   These other thought patterns were new to this line of questioning . Classically , many and   unanimously thought of fear & job loss . 

 Working with personas has absolutely worked for me and I will certainly use this again . It is true that   it took a massive amount of time to observe and create . But the quality and creativity of the   solutions was absolutely worth it . 

 Approach : 

 I would certainly use this tool again in a similar starting situation . After this training , I would try to   include analytical data - if available - in addition to the interviews and observations . In this case ,   evaluations from HR would certainly have been available . I am thinking of length of service ,   education level or fluctuation . This improvement would certainly have been a good addition . 

 On a personal level , my finding is that I ( as a facilitator ) have to be open to solutions and concentrate   on the process . Sometimes I found myself getting into solution mode with the team . And that was n’t   my role . 

 Using personas was a great experience and I am very happy with the results .
### Output: 