Challenge : 

 While working as the HR Business Partner for Enterprise vertical of a leading technology firm , I was tasked with   designing the Leadership Development program , aimed towards providing a succession pipeline for the Regional   Sales head roles in the Enterprise vertical . 

 Only a few developmental interventions were being driven for the identified talent pool . These interventions were   not holistic in nature , and were not consistent when observed across different regions . Hence , the grooming of   talent to build a robust talent pipeline emerge as a major concern . 

 Selection : 

 I tool that I used to design the Program was the Mind - map . The rationale was as under : 

  The target role/ outcome of the program was pre - defined , i.e. – Developing robust talent pipeline for the 

 Regional Sales head roles . This provided us with detailed insights of what was expected from the participants ,   i.e. : 

 o Skills to be developed   o Competencies to be demonstrated   o Experiences to be gained , etc . 

  Secondly , we had collected large amount of data regarding the available talent pool : 

 o Individual profiles which have shown success in these roles in the past   o Characteristics of the future talent pool available within the organization   o Assessment of these individuals on these skills , and the observed gaps vis - à - vis the target role 

 With the large amount of information available at disposal , coupled with clarity regarding the expected results ,   Mind - map became an obvious choice . 

 Application : 

 As shared earlier , the target role – Regional Sales Head – had a predefined set of skills , competencies and   experiences that one needs to develop/ demonstrate/ gain in order to success in the role . 

 This role formed the center/ core of our mind - map , with the skills , competencies and experiences forming the   branches . These were further split into the components of the respective skills , competencies and experiences . 

 Let us take example of the competency – Account Management . In our context , this competency encompasses   the ability to independently manage/ lead discussions with CXOs in a given account , and act as a consultant to   them while doing your sales pitch . Thereby , the 2 sub - components became Stakeholder Management and   Consultative selling . These formed the sub - branches of the Account Management competency . 

 In this way , my mind map had 11 branches – 4 competencies , 4 skills and 3 experiences , which further split into   around 30 sub - branches ( or parameters that defined them at the granular level ) . 

 As the next step , I looked at the assessment details that we had received while assessing the top 15 individuals   being considered for this program . These were broadly their strengths and development areas , as identified during   a development center . I tried clubbing them under either of these 30 parameters . I was able to map close to 90 % 

 of the strengths / development areas of the individuals under the identified parameters in the mind - map . The   remaining 10 % were mostly on the softer personality traits , which would have to be covered outside the purview   of this leadership program . 

 Once this was done , my mind - map was complete , and ready to be used to derive the next steps . 

 Insight : 

 The mind - map prepared in the previous section helped me analyze and backtrack the common strength areas and   development areas for majority of the participants . This laid down the foundation/ bedrock for the program , as   these common points were to be my anchors to keep the program in check , i.e. : 

  I was able to easily prioritize the areas to be worked upon and those to be leveraged for their peer - learning ;    The mind - map also helped me identify the areas that were pivotal to success of each of these individuals , and 

 would have to be leveraged for their self - learning . 

 The biggest learning was that the program can not be one - size - fits all . It has to serve to the individual ’s personal   developmental needs , while also catering to the larger group ’s development needs . 

 While compiling these insights , as I went through the entire mind - map , I was able to identify the elements that   would form the part of their learning journey over the duration of the program . Each sub - branch and the   corresponding branch provided a link towards how to build the competence/ skill/ experience for the group , and   also for the individual . 

 This helped me in designing a holistic intervention that encompassed the journey of an individual from the role of   a manager to that of a leader . 

 Approach : 

 The mind map has shown me how to think openly , and be methodical at the same time . It helped me save a lot of   time , resources and energy , and helped deliver the program within the provided time window . The program was   resounding success , with 75 % success rate . 

 Currently I ’m studying the journeys of different leaders in my organizations – how they have been through   different forms of development interventions in the different stages of their careers , and how those interventions   led them to where they are today . 

 Their stories are inspiring and intriguing , with each leader having a significantly different journey than the other .   But the key messages in majority of these journeys are same – Believe in yourself , take the punt and stay   committed to your goal . These stories not only inspire , but also motivate me to do more . I believe the same can   be useful for everyone . 

 Hence , next time I will be adding storytelling to my plan along with Mind - mapping , as these two , if clubbed   properly , will form the key to more such successful programs . 


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: Challenge : 

 While working as the HR Business Partner for Enterprise vertical of a leading technology firm , I was tasked with   designing the Leadership Development program , aimed towards providing a succession pipeline for the Regional   Sales head roles in the Enterprise vertical . 

 Only a few developmental interventions were being driven for the identified talent pool . These interventions were   not holistic in nature , and were not consistent when observed across different regions . Hence , the grooming of   talent to build a robust talent pipeline emerge as a major concern . 

 Selection : 

 I tool that I used to design the Program was the Mind - map . The rationale was as under : 

  The target role/ outcome of the program was pre - defined , i.e. – Developing robust talent pipeline for the 

 Regional Sales head roles . This provided us with detailed insights of what was expected from the participants ,   i.e. : 

 o Skills to be developed   o Competencies to be demonstrated   o Experiences to be gained , etc . 

  Secondly , we had collected large amount of data regarding the available talent pool : 

 o Individual profiles which have shown success in these roles in the past   o Characteristics of the future talent pool available within the organization   o Assessment of these individuals on these skills , and the observed gaps vis - à - vis the target role 

 With the large amount of information available at disposal , coupled with clarity regarding the expected results ,   Mind - map became an obvious choice . 

 Application : 

 As shared earlier , the target role – Regional Sales Head – had a predefined set of skills , competencies and   experiences that one needs to develop/ demonstrate/ gain in order to success in the role . 

 This role formed the center/ core of our mind - map , with the skills , competencies and experiences forming the   branches . These were further split into the components of the respective skills , competencies and experiences . 

 Let us take example of the competency – Account Management . In our context , this competency encompasses   the ability to independently manage/ lead discussions with CXOs in a given account , and act as a consultant to   them while doing your sales pitch . Thereby , the 2 sub - components became Stakeholder Management and   Consultative selling . These formed the sub - branches of the Account Management competency . 

 In this way , my mind map had 11 branches – 4 competencies , 4 skills and 3 experiences , which further split into   around 30 sub - branches ( or parameters that defined them at the granular level ) . 

 As the next step , I looked at the assessment details that we had received while assessing the top 15 individuals   being considered for this program . These were broadly their strengths and development areas , as identified during   a development center . I tried clubbing them under either of these 30 parameters . I was able to map close to 90 % 

 of the strengths / development areas of the individuals under the identified parameters in the mind - map . The   remaining 10 % were mostly on the softer personality traits , which would have to be covered outside the purview   of this leadership program . 

 Once this was done , my mind - map was complete , and ready to be used to derive the next steps . 

 Insight : 

 The mind - map prepared in the previous section helped me analyze and backtrack the common strength areas and   development areas for majority of the participants . This laid down the foundation/ bedrock for the program , as   these common points were to be my anchors to keep the program in check , i.e. : 

  I was able to easily prioritize the areas to be worked upon and those to be leveraged for their peer - learning ;    The mind - map also helped me identify the areas that were pivotal to success of each of these individuals , and 

 would have to be leveraged for their self - learning . 

 The biggest learning was that the program can not be one - size - fits all . It has to serve to the individual ’s personal   developmental needs , while also catering to the larger group ’s development needs . 

 While compiling these insights , as I went through the entire mind - map , I was able to identify the elements that   would form the part of their learning journey over the duration of the program . Each sub - branch and the   corresponding branch provided a link towards how to build the competence/ skill/ experience for the group , and   also for the individual . 

 This helped me in designing a holistic intervention that encompassed the journey of an individual from the role of   a manager to that of a leader . 

 Approach : 

 The mind map has shown me how to think openly , and be methodical at the same time . It helped me save a lot of   time , resources and energy , and helped deliver the program within the provided time window . The program was   resounding success , with 75 % success rate . 

 Currently I ’m studying the journeys of different leaders in my organizations – how they have been through   different forms of development interventions in the different stages of their careers , and how those interventions   led them to where they are today . 

 Their stories are inspiring and intriguing , with each leader having a significantly different journey than the other .   But the key messages in majority of these journeys are same – Believe in yourself , take the punt and stay   committed to your goal . These stories not only inspire , but also motivate me to do more . I believe the same can   be useful for everyone . 

 Hence , next time I will be adding storytelling to my plan along with Mind - mapping , as these two , if clubbed   properly , will form the key to more such successful programs .
### Output: 