Reflection : Learning Launch 

 Challenge 

 I work in the quality department of a large company , which sells products all over the world . On   their first day , every new associate listens to a presentation about the company`s goals , which is   to release the products on time . When new associates join my team , during the first weeks they   learn simple and repetitive tasks like cleaning , archiving and gathering materials , before moving   on to actually watch and learn the analytical techniques . 

 Once I noticed some of the new associates were impatient and even bored with the beginner   tasks . Some kept asking me when they could start learning the “ important ” techniques and stop   mainly doing “ unimportant ” tasks . I realized that they did not see their daily work as a contribution   to the company`s goals , although they facilitated the work of their experienced coworkers through   doing the basic tasks . 

 Selection 

 My choice was the Learning Launch tool . It was introduced in the third video of module 4 and it   allows to test an idea or assumption in reality and receive feedback . I chose the tool after I had   done and discussed a mind mapping with other colleagues on how to deliver the company`s goals   better . 

 Application 

 An interactive workshop to allow the new associates to exchange what they have learned so far ,   express opinions and ask and discuss questions was set up in a seminar room – as opposed to   the laboratory . We sat in a half circle in the direction of a whiteboard . I explained I would like them   to fill out this partly pre - filled diagram together to summarize what they have learned since they   had joined the team . 

 Our Company 

 our common goal : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 

 other 

 departments 

 our team 

 Throughout the workshop , I guided and challenged them to discuss and eventually write down   the common goal of the company ( “ to release our products on time ” ) and the required tasks of   our team to contribute to the common goal . I encouraged them to visualize the whole path a   sample and its data takes within the laboratory . I was careful to let them also include all of their   own current tasks , which had seemed so unimportant to them . Eventually they realized that their   worked helped the more experienced associates to carry out their tasks without worrying about   supplies or unclean equipment . Finally , I gave a green pen to the previously most demotivated   associate and have him draw a big arrow from the “ our team”-box to the common goal they had   written in the beginning . At this moment , I sensed that they really appreciated the value of each   associates ` work to achieve the common goal . 

 The workshop closed with an anonymous feedback questionnaire . The feedback was overall very   positive and one associate thanked me and wrote that now she felt much more connected to the   company`s mission . Due to her inexperience , she had not been able to see that our team was   like a small part of a puzzle and that her basic work contributed as well . During the following   weeks , the new associates exhibited a higher degree of motivation , some were even enthusiastic ,   and they generally completed their tasks with a higher efficiency and the whole team was in higher   spirits . 

 Insight 

 The Learning Launch tool enabled me to test my idea of a new way to deliver this specific   message . I discovered that associates , which I had perceived as impatient or bored , could even   get enthusiastic about their work when feeling connected to a common goal . Regarding the overall   context of Design Thinking , this experience encouraged me to apply this tool to other ideas or   assumptions as well . The reason is that through the practical part I could get in touch with other   people and learn more about their views and opinions , and receive feedback for my idea . 

 Approach 

 I used the Learning Launch tool to test my assumption that an interactive workshop is well suited   to deliver the message of the contribution of one`s work to the common goal of the company . I   am highly motivated to apply this tool again with one adaptation . Thanks to the feedback from   one associate , I learned that the amount of work experience also plays a role . I will start future   workshops by asking the participants to share their own views and previous experiences on how   different departments can work on the same common goal , and use this as a start to identify our   company`s goal . 


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 : Learning Launch 

 Challenge 

 I work in the quality department of a large company , which sells products all over the world . On   their first day , every new associate listens to a presentation about the company`s goals , which is   to release the products on time . When new associates join my team , during the first weeks they   learn simple and repetitive tasks like cleaning , archiving and gathering materials , before moving   on to actually watch and learn the analytical techniques . 

 Once I noticed some of the new associates were impatient and even bored with the beginner   tasks . Some kept asking me when they could start learning the “ important ” techniques and stop   mainly doing “ unimportant ” tasks . I realized that they did not see their daily work as a contribution   to the company`s goals , although they facilitated the work of their experienced coworkers through   doing the basic tasks . 

 Selection 

 My choice was the Learning Launch tool . It was introduced in the third video of module 4 and it   allows to test an idea or assumption in reality and receive feedback . I chose the tool after I had   done and discussed a mind mapping with other colleagues on how to deliver the company`s goals   better . 

 Application 

 An interactive workshop to allow the new associates to exchange what they have learned so far ,   express opinions and ask and discuss questions was set up in a seminar room – as opposed to   the laboratory . We sat in a half circle in the direction of a whiteboard . I explained I would like them   to fill out this partly pre - filled diagram together to summarize what they have learned since they   had joined the team . 

 Our Company 

 our common goal : _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ 

 other 

 departments 

 our team 

 Throughout the workshop , I guided and challenged them to discuss and eventually write down   the common goal of the company ( “ to release our products on time ” ) and the required tasks of   our team to contribute to the common goal . I encouraged them to visualize the whole path a   sample and its data takes within the laboratory . I was careful to let them also include all of their   own current tasks , which had seemed so unimportant to them . Eventually they realized that their   worked helped the more experienced associates to carry out their tasks without worrying about   supplies or unclean equipment . Finally , I gave a green pen to the previously most demotivated   associate and have him draw a big arrow from the “ our team”-box to the common goal they had   written in the beginning . At this moment , I sensed that they really appreciated the value of each   associates ` work to achieve the common goal . 

 The workshop closed with an anonymous feedback questionnaire . The feedback was overall very   positive and one associate thanked me and wrote that now she felt much more connected to the   company`s mission . Due to her inexperience , she had not been able to see that our team was   like a small part of a puzzle and that her basic work contributed as well . During the following   weeks , the new associates exhibited a higher degree of motivation , some were even enthusiastic ,   and they generally completed their tasks with a higher efficiency and the whole team was in higher   spirits . 

 Insight 

 The Learning Launch tool enabled me to test my idea of a new way to deliver this specific   message . I discovered that associates , which I had perceived as impatient or bored , could even   get enthusiastic about their work when feeling connected to a common goal . Regarding the overall   context of Design Thinking , this experience encouraged me to apply this tool to other ideas or   assumptions as well . The reason is that through the practical part I could get in touch with other   people and learn more about their views and opinions , and receive feedback for my idea . 

 Approach 

 I used the Learning Launch tool to test my assumption that an interactive workshop is well suited   to deliver the message of the contribution of one`s work to the common goal of the company . I   am highly motivated to apply this tool again with one adaptation . Thanks to the feedback from   one associate , I learned that the amount of work experience also plays a role . I will start future   workshops by asking the participants to share their own views and previous experiences on how   different departments can work on the same common goal , and use this as a start to identify our   company`s goal .
### Output: 