Reflection- Visualization 

 Challenge and Selection- 

 In a past company , we had a small team that worked remotely . We got   together a few times a month , but otherwise relied on email and calls to   stay on the same page . 

 This was great to allow everyone to be efficient and focused on their   work . 

 Unfortunately , it also created management blind spots . 

 Over time , another leader and I noticed one of our best team members   seemed to be disengaging . They did n’t bring the same enthusiasm and   extra touch to their work we previously saw . 

 In a one on one with their manager , we discussed their recent work .   Did   we need to let them go ? What happened ? 

 Neither of us knew the answer . 

 Application 

 As we continued speaking we realized both of us had failed to check in   with her . It had actually been months since either of us last checked in   with her . 

 Realizing their drop in quality of work might just be our fault , I took   responsibility .   I reached out to them and immediately scheduled a 1 on   1 . I ’m very glad I did . 

 I started the 1 on 1 by apologizing that we had n’t been checking in with   them .   Then we started talking about how they were doing . 

 It was then I discovered that their interests had shifted and they wanted   to make some small changes to their role . They also had different long   term goals now , so what we thought was great tasks that furthered those   goals , were actually wrong . 

 What ’s most amazing to me in retrospect is how quickly things turned   around .   After just two 1 on 1s where I listened and made some small   changes , they started showing their past enthusiasm and quality work . 

 Insight and Approach 

 From that point forward , I ’ve always kept in mind that you ca n’t take any   of your good people for granted . You have to make time to check in on   them , and assume if there ’s a problem it could just as much be you   causing it as anything wrong with them . 

 And all it took was making time to listen and take action on what I heard . 

 A study reported in Harvard Business Review in December 2016 found : 

 “ Employees who got little to no one - on - one time with their manager were   more likely to be disengaged . On the flip side , those who get twice the   number of one - on - ones with their manager relative to their peers are   67 % less likely to be disengaged . 

 I learned the hard way what happens when you do n’t check in with a   team member . They became disengaged , and it was because I was n’t   making time for them . 


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- Visualization 

 Challenge and Selection- 

 In a past company , we had a small team that worked remotely . We got   together a few times a month , but otherwise relied on email and calls to   stay on the same page . 

 This was great to allow everyone to be efficient and focused on their   work . 

 Unfortunately , it also created management blind spots . 

 Over time , another leader and I noticed one of our best team members   seemed to be disengaging . They did n’t bring the same enthusiasm and   extra touch to their work we previously saw . 

 In a one on one with their manager , we discussed their recent work .   Did   we need to let them go ? What happened ? 

 Neither of us knew the answer . 

 Application 

 As we continued speaking we realized both of us had failed to check in   with her . It had actually been months since either of us last checked in   with her . 

 Realizing their drop in quality of work might just be our fault , I took   responsibility .   I reached out to them and immediately scheduled a 1 on   1 . I ’m very glad I did . 

 I started the 1 on 1 by apologizing that we had n’t been checking in with   them .   Then we started talking about how they were doing . 

 It was then I discovered that their interests had shifted and they wanted   to make some small changes to their role . They also had different long   term goals now , so what we thought was great tasks that furthered those   goals , were actually wrong . 

 What ’s most amazing to me in retrospect is how quickly things turned   around .   After just two 1 on 1s where I listened and made some small   changes , they started showing their past enthusiasm and quality work . 

 Insight and Approach 

 From that point forward , I ’ve always kept in mind that you ca n’t take any   of your good people for granted . You have to make time to check in on   them , and assume if there ’s a problem it could just as much be you   causing it as anything wrong with them . 

 And all it took was making time to listen and take action on what I heard . 

 A study reported in Harvard Business Review in December 2016 found : 

 “ Employees who got little to no one - on - one time with their manager were   more likely to be disengaged . On the flip side , those who get twice the   number of one - on - ones with their manager relative to their peers are   67 % less likely to be disengaged . 

 I learned the hard way what happens when you do n’t check in with a   team member . They became disengaged , and it was because I was n’t   making time for them .
### Output: 