Example Reflection – Mind Mapping 

 Challenge : I work as a Manager - People Operations at an Ed - Tech start - up . My stakeholders are   largely employees at all levels and the Leadership team too . As a growing organization , we have   always faced challenges with the First - Time Managers effectiveness on the floor . Not that they were   bad at their work but largely being Managers for the first time has its own downside .   They were expected to change their focus from being an individual contributor to a team driver ;   which means managing their team members , their performances , accountability , displaying   authority , delegating , managing conflict , mentoring , developing and coaching the team etc . As a   result , we wanted to develop an exhaustive training which would help our first - time managers   ( quorum of 15 ) to be coached in such a way that they can be good coaches for their teams . 

 Selection : In order to do this exercise , I chose Mind Mapping Tool as this tool will offer creative and   graphical way to represent ideas and concepts which helps in structuring information , analysing ,   comprehending , synthesizing and generating new ideas . As per the video Lecture by Iris Donovan ,   this tool is very creative in translating observations into insights and insights into design criteria . 

 Application : We began First - Time Managers training by creating the data with the names of the   participants , department , designation , number of direct reports etc . After having designed the table   of contents in the training , which included formal process training and fundamentals of team   building , we wanted to help our Managers to identify their own strengths and areas of improvement   as part of this exercise . For which we used Johari Window activity . The Johari window is a technique   that helps people better understand their relationship with themselves and others . We tweaked this   exercise by getting the Managers to talk to 3 or more stakeholders ( Immediate Manager / Ex- Manager , 2 team members , 1 external stakeholder ) to describe their personality . We also briefed   them about Mind Mapping tool to structure their thoughts as per the objectives . 

 As a result of this exercise , the inputs were collated in 4 larger sections : Open Area ( an attribute   which says I know and You know ) , Blind Area ( I do n’t know and You know ) , Hidden Area ( I know and   you do n’t know ) and Unknown Area ( Both do n’t know ) . 

 Using Mind mapping process , we analysed the observations to capture and represent the personality   inputs received by the managers . It was indeed an engaging technique , being more intuitive and   creative . 

 Insights : Once this data collating exercise was completed , managers were invited to a meeting   room in order to develop a common mind among them about the reality of the design challenge   they were facing managing their respective teams . 

 Conversation broke out by discussing the Open Area which by large showcased the attributes which   got them promoted . Environment was full on high energy . Attributes were written down on the   white board . Similarly discussed on Blind Area and wrote them down on the board . This exercise   continued until the Hidden Area and Unknown Area were also written down on the board . 

 Through mind mapping , the managers started extracting meaning from the data in a way that let   patterns and insights emerge . Patterns and insights which otherwise would have been missed , as   they would have gone about as a piecemeal through the data . This continued until meaningful   insight statements emerged . 

 This made the Managers draw insights about : Which are the common attributes in all of them ?   Which attribute was an outlier ? Which attributes requires them to work on ? Which needs corrective   action ? Which attributes were n’t being exercised ? etc . 

 Towards the end of the exercise , we were able to arrive at an exhaustive lists of attributes which are   good to have , must have , do not have , good to avoid , good to cultivate etc . 

 A meaningful discussion which made managers introspect themselves and arrived at the conclusion   that they should start working on those insights consciously . After this exercise , we have had   multiple sessions to work on the attributes to develop collectively through role plays and discussing   on real - time issues on the floor . Also we conducted Individual Development Plans ( IDP ) to help the   managers to work on their weak areas separately with subject matter experts . 

 Approach : Next time , we would work both on Mind Mapping tool and Storytelling tool . This is   largely to see the effectiveness of the insights collated to that of the collated data with the new set   of first - time managers . 


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: Example Reflection – Mind Mapping 

 Challenge : I work as a Manager - People Operations at an Ed - Tech start - up . My stakeholders are   largely employees at all levels and the Leadership team too . As a growing organization , we have   always faced challenges with the First - Time Managers effectiveness on the floor . Not that they were   bad at their work but largely being Managers for the first time has its own downside .   They were expected to change their focus from being an individual contributor to a team driver ;   which means managing their team members , their performances , accountability , displaying   authority , delegating , managing conflict , mentoring , developing and coaching the team etc . As a   result , we wanted to develop an exhaustive training which would help our first - time managers   ( quorum of 15 ) to be coached in such a way that they can be good coaches for their teams . 

 Selection : In order to do this exercise , I chose Mind Mapping Tool as this tool will offer creative and   graphical way to represent ideas and concepts which helps in structuring information , analysing ,   comprehending , synthesizing and generating new ideas . As per the video Lecture by Iris Donovan ,   this tool is very creative in translating observations into insights and insights into design criteria . 

 Application : We began First - Time Managers training by creating the data with the names of the   participants , department , designation , number of direct reports etc . After having designed the table   of contents in the training , which included formal process training and fundamentals of team   building , we wanted to help our Managers to identify their own strengths and areas of improvement   as part of this exercise . For which we used Johari Window activity . The Johari window is a technique   that helps people better understand their relationship with themselves and others . We tweaked this   exercise by getting the Managers to talk to 3 or more stakeholders ( Immediate Manager / Ex- Manager , 2 team members , 1 external stakeholder ) to describe their personality . We also briefed   them about Mind Mapping tool to structure their thoughts as per the objectives . 

 As a result of this exercise , the inputs were collated in 4 larger sections : Open Area ( an attribute   which says I know and You know ) , Blind Area ( I do n’t know and You know ) , Hidden Area ( I know and   you do n’t know ) and Unknown Area ( Both do n’t know ) . 

 Using Mind mapping process , we analysed the observations to capture and represent the personality   inputs received by the managers . It was indeed an engaging technique , being more intuitive and   creative . 

 Insights : Once this data collating exercise was completed , managers were invited to a meeting   room in order to develop a common mind among them about the reality of the design challenge   they were facing managing their respective teams . 

 Conversation broke out by discussing the Open Area which by large showcased the attributes which   got them promoted . Environment was full on high energy . Attributes were written down on the   white board . Similarly discussed on Blind Area and wrote them down on the board . This exercise   continued until the Hidden Area and Unknown Area were also written down on the board . 

 Through mind mapping , the managers started extracting meaning from the data in a way that let   patterns and insights emerge . Patterns and insights which otherwise would have been missed , as   they would have gone about as a piecemeal through the data . This continued until meaningful   insight statements emerged . 

 This made the Managers draw insights about : Which are the common attributes in all of them ?   Which attribute was an outlier ? Which attributes requires them to work on ? Which needs corrective   action ? Which attributes were n’t being exercised ? etc . 

 Towards the end of the exercise , we were able to arrive at an exhaustive lists of attributes which are   good to have , must have , do not have , good to avoid , good to cultivate etc . 

 A meaningful discussion which made managers introspect themselves and arrived at the conclusion   that they should start working on those insights consciously . After this exercise , we have had   multiple sessions to work on the attributes to develop collectively through role plays and discussing   on real - time issues on the floor . Also we conducted Individual Development Plans ( IDP ) to help the   managers to work on their weak areas separately with subject matter experts . 

 Approach : Next time , we would work both on Mind Mapping tool and Storytelling tool . This is   largely to see the effectiveness of the insights collated to that of the collated data with the new set   of first - time managers .
### Output: 