Reflection : Mindmapping tool    Title : Mindmapping the performance journey of an employee        Challenge : In most large organizations , like mine , the performance journey of each   employee can be very complex and different depending on a plethora of elements like   peers , manager , goals , discussions and personal life . We had a challenge to design a   performance journey that caters to all of the employees , and at the same time helps them   thrive everyday while achieving the performance they aim for . The challenge was to be able   to make sense of all the available data about the existing journey in order to have any ideas   to improve this journey in the first place . The key stakeholders in this scenario are the   human resource managers , the managing committee , the employee himself / herself and the   manager of the employee . The added complexity to this challenge comes from the various   cohorts of employees ranging from different business units , to geographies to type of team   and the tenure of the employee .      Selection : I decided to use the mind mapping tool , that takes all the data and simplifies it   for someone to decipher . I specifically chose this tool because it would be imperative to first   figure out “ what is happening ” in order to come up with insights and a design criteria to   improve the situation .   Another core reason I chose this tool is because the inputs needed   to come from a very wide range of stakeholders , who needed to come together and get   clarity on the performance journey before identifying the barriers and opportunities there .      Application :    Immersion    The very first thing I did was identify a conference room , I then printed out all the data that I   had collected using surveys and in depth interviews and stuck it on the walls in the room . I   then invited a group of participants that came from all the cohorts of employees as well as   the HR managers to go through the data in the room for 1 hour and use yellow post its to   add anything that they feel was missing or anything that they thought was very interesting   to them .      Plotting   After this , I created a wall with the various clear milestones of an employee using green post   its to mark out the key milestone on the wall . I then asked everyone to spend an hour to   look at the milestones and identify any missing milestones . I also asked everyone to plot   who the key actors were in enabling the milestones and journey success points .      Synthesis   After this I asked everyone to plot the clear barriers that they have notices across the   journey using red postits on the wall around and between the key milestones . I then asked   them to add opportunities using green postits to clearly mark out the spaces where we can   intervene .      Insighting 

 I then asked each participant to think of key insights across the journey based on all the   other postits and create insight statements and write them on large yellow postits around   the key milestones .      Ideation    I then asked each participant to think of ideas using the actors in each milestone that can   enable the performance journey of the employee .      Insight : What I learnt was that every person has a very different and unique understanding   of what is “ ideal ” , there is no ideal journey and every journey is unique to the employee , the   phase they are in , the manager they report to , their personal goals . This insight revealed   that the performance journey needed to be a nonlinear iterative journey and not a straight   line with milestones .     Approach : 

 • I believe that the next time I will include the stakeholders in the research process too 

 as it would really help add a layer of understanding to their thinking . 

 • Additionally I would make sure that I screen the participants before I select them . 

 This screening would essentially rule out any key biases that the participant comes   with . 

 • I would also add external stakeholders and subject matter experts to the process 

 too . 


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 : Mindmapping tool    Title : Mindmapping the performance journey of an employee        Challenge : In most large organizations , like mine , the performance journey of each   employee can be very complex and different depending on a plethora of elements like   peers , manager , goals , discussions and personal life . We had a challenge to design a   performance journey that caters to all of the employees , and at the same time helps them   thrive everyday while achieving the performance they aim for . The challenge was to be able   to make sense of all the available data about the existing journey in order to have any ideas   to improve this journey in the first place . The key stakeholders in this scenario are the   human resource managers , the managing committee , the employee himself / herself and the   manager of the employee . The added complexity to this challenge comes from the various   cohorts of employees ranging from different business units , to geographies to type of team   and the tenure of the employee .      Selection : I decided to use the mind mapping tool , that takes all the data and simplifies it   for someone to decipher . I specifically chose this tool because it would be imperative to first   figure out “ what is happening ” in order to come up with insights and a design criteria to   improve the situation .   Another core reason I chose this tool is because the inputs needed   to come from a very wide range of stakeholders , who needed to come together and get   clarity on the performance journey before identifying the barriers and opportunities there .      Application :    Immersion    The very first thing I did was identify a conference room , I then printed out all the data that I   had collected using surveys and in depth interviews and stuck it on the walls in the room . I   then invited a group of participants that came from all the cohorts of employees as well as   the HR managers to go through the data in the room for 1 hour and use yellow post its to   add anything that they feel was missing or anything that they thought was very interesting   to them .      Plotting   After this , I created a wall with the various clear milestones of an employee using green post   its to mark out the key milestone on the wall . I then asked everyone to spend an hour to   look at the milestones and identify any missing milestones . I also asked everyone to plot   who the key actors were in enabling the milestones and journey success points .      Synthesis   After this I asked everyone to plot the clear barriers that they have notices across the   journey using red postits on the wall around and between the key milestones . I then asked   them to add opportunities using green postits to clearly mark out the spaces where we can   intervene .      Insighting 

 I then asked each participant to think of key insights across the journey based on all the   other postits and create insight statements and write them on large yellow postits around   the key milestones .      Ideation    I then asked each participant to think of ideas using the actors in each milestone that can   enable the performance journey of the employee .      Insight : What I learnt was that every person has a very different and unique understanding   of what is “ ideal ” , there is no ideal journey and every journey is unique to the employee , the   phase they are in , the manager they report to , their personal goals . This insight revealed   that the performance journey needed to be a nonlinear iterative journey and not a straight   line with milestones .     Approach : 

 • I believe that the next time I will include the stakeholders in the research process too 

 as it would really help add a layer of understanding to their thinking . 

 • Additionally I would make sure that I screen the participants before I select them . 

 This screening would essentially rule out any key biases that the participant comes   with . 

 • I would also add external stakeholders and subject matter experts to the process 

 too .
### Output: 