Reflection – Mind Mapping 

 Challenge 

 I am a consultant in a corporate wellbeing consultancy firm . The wellness programs we work on have the   challenging task of improving productivity by improving employee mental and physical health while at the   same time reducing employee - related expenses ( due , for example , to high turnover rates or excessive   absenteeism ) . One of my main clients , a global advertising and PR firm , dealt with a daunting statistic : 69 %   of their worldwide , female employees who recently had a child resigned within the first year after giving   birth . This phenomenon had a negative impact on the company in terms of employee turnover and   reputation among potential new hires . 

 My team and I have been then hired to design and develop a welfare program specifically targeted at this   segment of the company population . Our goal was to reduce the number of resignations among new mothers   as well as providing them with all the tools to get the most out of their new , juggling role of working mothers   and improve their work - life balance . 

 Selection 

 My team and I gathered a massive amount of data through internal surveys and ethnographic interviews to   correctly address the challenge by getting to know working mothers ’ needs and pain points . We then decided   to use the mind mapping tool because we needed to find patterns and meaningful insights from this data   that could be useful to design the welfare program . 

 Application 

 We booked a large meeting room for a whole morning and involved some of the employees already   interviewed / surveyed as well as some people from the client ’s HR team to present the research ’s first results .   The goal was to represent the mind of the employed working mothers with a visual map : their needs , their   struggles , their desires and aspirations regarding their career , their work - life - balance - related concerns . We   wanted to eventually come up with an action plan aimed at successfully meeting their instances by designing   the welfare program . We presented all the aggregated data emerging from the quantitative research as well   as the most interesting quotes from the individual interviews . We equipped each meeting attendant with a   notepad , pens , highlighters , markers and sticky notes and asked them to review all the material for one hour   without talking with other attendants . We then spent the next two hours comparing the participants ' notes   and reflections , brainstorming to identify the main peculiarities and issues related to the concept of “ working   mother ” - which resulted into an extensive mind map . In the last hour we reviewed all the concepts and   connections emerged in the mind map and based on that , we discussed the possible solutions that the   company could implement to meet the employees ’ needs . 

 Insight 

 Many associations – in different ways related to the concept of “ working mother ” - emerged from the   workshop exercise , but the main ones were the following : 

    Guilt . No matter where they are , working mothers always feel like they should be elsewhere ,   getting something productive done for their family or career . They experience a profound sense of   guilt for letting their team or boss down and , at the same time , feel like they ’re not taking good   care of their children . It feels like a no - win situation , preventing them from fully being in the   moment whether at home or work , and fueling feelings of exhaustion and defeat that can lead   them to burnout . 

    Overwhelm . Working mothers are chasing the balance of working a job they want / need and being   the present mother they want to be . This delicate balance often leaves little to no room for self- care , including mental health improvement . 

    Flexibility . Mothers need flexible work schedules to accommodate the demands of parenting . From   the survey , lack of flexible work emerged as the # 1 cause that keeps mothers from staying in the   company ’s workforce . Remote working ( total or partial ) and flexible working hours would be great   allies for their work - life balance . 

    Support . Working mothers are aware that they do n’t have to do everything on their own to be a   good mom , or a good employee . Robust benefits such as paid time off for taking care of their   families , paid maternity leave , employer - sponsored daycare for their children ,   breastfeeding / pumping areas and other on - site amenities ( concierge services , fitness and yoga   classes , free counseling / therapy sessions … ) would be perceived as priceless perks for them . 

 Approach 

 People problems are business problems : employers need to be vigilant in making sure working mothers are   supported and their needs are met . Using the mind map as the design thinking tool of choice for this   workshop shifted the focus from data to possibilities , unleashing participants ’ creativity and intuition . Data   points and research were still the starting point , but the creative , human - centered approach led to   unexpected and innovative solutions , and ultimately to design , test and launch a wellbeing program   specifically tailored for my client ’s mother employees . 


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 a consultant in a corporate wellbeing consultancy firm . The wellness programs we work on have the   challenging task of improving productivity by improving employee mental and physical health while at the   same time reducing employee - related expenses ( due , for example , to high turnover rates or excessive   absenteeism ) . One of my main clients , a global advertising and PR firm , dealt with a daunting statistic : 69 %   of their worldwide , female employees who recently had a child resigned within the first year after giving   birth . This phenomenon had a negative impact on the company in terms of employee turnover and   reputation among potential new hires . 

 My team and I have been then hired to design and develop a welfare program specifically targeted at this   segment of the company population . Our goal was to reduce the number of resignations among new mothers   as well as providing them with all the tools to get the most out of their new , juggling role of working mothers   and improve their work - life balance . 

 Selection 

 My team and I gathered a massive amount of data through internal surveys and ethnographic interviews to   correctly address the challenge by getting to know working mothers ’ needs and pain points . We then decided   to use the mind mapping tool because we needed to find patterns and meaningful insights from this data   that could be useful to design the welfare program . 

 Application 

 We booked a large meeting room for a whole morning and involved some of the employees already   interviewed / surveyed as well as some people from the client ’s HR team to present the research ’s first results .   The goal was to represent the mind of the employed working mothers with a visual map : their needs , their   struggles , their desires and aspirations regarding their career , their work - life - balance - related concerns . We   wanted to eventually come up with an action plan aimed at successfully meeting their instances by designing   the welfare program . We presented all the aggregated data emerging from the quantitative research as well   as the most interesting quotes from the individual interviews . We equipped each meeting attendant with a   notepad , pens , highlighters , markers and sticky notes and asked them to review all the material for one hour   without talking with other attendants . We then spent the next two hours comparing the participants ' notes   and reflections , brainstorming to identify the main peculiarities and issues related to the concept of “ working   mother ” - which resulted into an extensive mind map . In the last hour we reviewed all the concepts and   connections emerged in the mind map and based on that , we discussed the possible solutions that the   company could implement to meet the employees ’ needs . 

 Insight 

 Many associations – in different ways related to the concept of “ working mother ” - emerged from the   workshop exercise , but the main ones were the following : 

    Guilt . No matter where they are , working mothers always feel like they should be elsewhere ,   getting something productive done for their family or career . They experience a profound sense of   guilt for letting their team or boss down and , at the same time , feel like they ’re not taking good   care of their children . It feels like a no - win situation , preventing them from fully being in the   moment whether at home or work , and fueling feelings of exhaustion and defeat that can lead   them to burnout . 

    Overwhelm . Working mothers are chasing the balance of working a job they want / need and being   the present mother they want to be . This delicate balance often leaves little to no room for self- care , including mental health improvement . 

    Flexibility . Mothers need flexible work schedules to accommodate the demands of parenting . From   the survey , lack of flexible work emerged as the # 1 cause that keeps mothers from staying in the   company ’s workforce . Remote working ( total or partial ) and flexible working hours would be great   allies for their work - life balance . 

    Support . Working mothers are aware that they do n’t have to do everything on their own to be a   good mom , or a good employee . Robust benefits such as paid time off for taking care of their   families , paid maternity leave , employer - sponsored daycare for their children ,   breastfeeding / pumping areas and other on - site amenities ( concierge services , fitness and yoga   classes , free counseling / therapy sessions … ) would be perceived as priceless perks for them . 

 Approach 

 People problems are business problems : employers need to be vigilant in making sure working mothers are   supported and their needs are met . Using the mind map as the design thinking tool of choice for this   workshop shifted the focus from data to possibilities , unleashing participants ’ creativity and intuition . Data   points and research were still the starting point , but the creative , human - centered approach led to   unexpected and innovative solutions , and ultimately to design , test and launch a wellbeing program   specifically tailored for my client ’s mother employees .
### Output: 