Employees ’ well - being at work after COVID-19 crisis 

 ( collecting feedbacks and needs through MIND - MAPPING ) 

 Challenge : Describe your challenge , including all relevant information . 

 I have been working for a European industrial group specialized in eco - conceived light packaging as H.R.   Director and C.F.O. for 12 years . In 2020 , I graduated from an executive MBA in digital transformation and   this revealed my natural fit for graphical facilitation and design thinking . 

 In July , after the COVID-19 crisis , it came to me that our teams were strongly impacted by the   “ emergency ” organization we had to put in place to guarantee the operation continuity to our customers . 

 Our employees faced many challenges during this period even if the company was trying its best to adapt   organization , rules and means to a constant changing environment . 

 They were starting to show evidence of “ bad feelings ” and demotivation . 

 So the challenge was : to make them express the own perception of the work during the COVID-10 crisis   and discover their underlying needs as employees to make them the happiest possible at work . 

 Selection : In your own words , briefly describe the tool you selected ( e.g. , what it is and why you selected it   for your challenge -- including any appropriate video lecture references ) . 

 Usually French people are reluctant to express freely their opinions and this is a barrier to get a deep   understanding of the issue you must solve . I wanted to test a collaborative way of exchanging ideas , freer ,   more “ design - thinking compliant ” and which would work with the context of “ 1 people in a room ” . 

 We used a collaborative online meeting tool called www.klaxoon.com : this solution allows to create a   mind - map through a remote live and interactive work session . 

 I choose the mind - map to look for patterns and themes that would be recurrent among employees and   help to identify their pain point and needs to propose then possible solutions , if such COVID-19 crisis   happened again . 

 Application : Describe how you applied the tool you selected to your challenge ( e.g. , what you did and how   the tool was applied effectively or ineffectively ) . 

 Based on a canevas I draw for recovering after the COVID   ( freely adapted from a consulting company called   Blueprint ) , I conceived the flow of the interactive meeting   on www.klaxoon.com . 

 We run the experiment on a first team of employees . 

 � Connection to the meeting and usage of the   collaborative platform went well . The role of “ organizer ”   / “ Guide ” was more exhausting than “ usual ” staff   meeting animation ( you ask more questions and leave   emptiness during the meeting ) . 

 � It was difficult to get employees focusing on the questions due to this new way of interacting following   this design - thinking methods : limited time answering , open questions , classifying virtual “ post - it ” . It is a   completely different culture compared to “ the boss is always right ” . 

 Insight : Describe the insight you gained from applying the tool you selected to your challenge ( e.g. , how   an insight affected your thinking about the challenge and about design thinking more broadly ) . 

 The insights we got were positive and negative facts that affected the workers duties during the COVID- 19 : we were able to let them express their issues ( in red ) and good learning ( green ) and classify them by   theme . This experiment was not allowing us to identify patterns or get different “ personas ” differently   affected by the crisis management . 

 I think that beyond the result of this first mind - map work , it is a great success for our team to experiment   this kind of tools and adopt non - linear methods to express and solve a problem . 

 Approach : Describe what you might do differently next time -- applying the same tool you selected or a   different one -- and the reason(s ) why . 

 There will be a “ interactive ” mind - mapping session 0.2 . The “ smooth ” guidance during the reflection   process and the “ comfort ” during the session will have to be improved . It seems also to be a question of   practice : the more you practice the more you get use to more flexibility and uncertainty in the way you   collect feedbacks , data and patterns . I would like to have a team working on the outcome of the data   collection to draw conclusion and identify “ personas ” and specific correlated needs . 

 Thanks for taking the time of reading me ! ! ! 


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: Employees ’ well - being at work after COVID-19 crisis 

 ( collecting feedbacks and needs through MIND - MAPPING ) 

 Challenge : Describe your challenge , including all relevant information . 

 I have been working for a European industrial group specialized in eco - conceived light packaging as H.R.   Director and C.F.O. for 12 years . In 2020 , I graduated from an executive MBA in digital transformation and   this revealed my natural fit for graphical facilitation and design thinking . 

 In July , after the COVID-19 crisis , it came to me that our teams were strongly impacted by the   “ emergency ” organization we had to put in place to guarantee the operation continuity to our customers . 

 Our employees faced many challenges during this period even if the company was trying its best to adapt   organization , rules and means to a constant changing environment . 

 They were starting to show evidence of “ bad feelings ” and demotivation . 

 So the challenge was : to make them express the own perception of the work during the COVID-10 crisis   and discover their underlying needs as employees to make them the happiest possible at work . 

 Selection : In your own words , briefly describe the tool you selected ( e.g. , what it is and why you selected it   for your challenge -- including any appropriate video lecture references ) . 

 Usually French people are reluctant to express freely their opinions and this is a barrier to get a deep   understanding of the issue you must solve . I wanted to test a collaborative way of exchanging ideas , freer ,   more “ design - thinking compliant ” and which would work with the context of “ 1 people in a room ” . 

 We used a collaborative online meeting tool called www.klaxoon.com : this solution allows to create a   mind - map through a remote live and interactive work session . 

 I choose the mind - map to look for patterns and themes that would be recurrent among employees and   help to identify their pain point and needs to propose then possible solutions , if such COVID-19 crisis   happened again . 

 Application : Describe how you applied the tool you selected to your challenge ( e.g. , what you did and how   the tool was applied effectively or ineffectively ) . 

 Based on a canevas I draw for recovering after the COVID   ( freely adapted from a consulting company called   Blueprint ) , I conceived the flow of the interactive meeting   on www.klaxoon.com . 

 We run the experiment on a first team of employees . 

 � Connection to the meeting and usage of the   collaborative platform went well . The role of “ organizer ”   / “ Guide ” was more exhausting than “ usual ” staff   meeting animation ( you ask more questions and leave   emptiness during the meeting ) . 

 � It was difficult to get employees focusing on the questions due to this new way of interacting following   this design - thinking methods : limited time answering , open questions , classifying virtual “ post - it ” . It is a   completely different culture compared to “ the boss is always right ” . 

 Insight : Describe the insight you gained from applying the tool you selected to your challenge ( e.g. , how   an insight affected your thinking about the challenge and about design thinking more broadly ) . 

 The insights we got were positive and negative facts that affected the workers duties during the COVID- 19 : we were able to let them express their issues ( in red ) and good learning ( green ) and classify them by   theme . This experiment was not allowing us to identify patterns or get different “ personas ” differently   affected by the crisis management . 

 I think that beyond the result of this first mind - map work , it is a great success for our team to experiment   this kind of tools and adopt non - linear methods to express and solve a problem . 

 Approach : Describe what you might do differently next time -- applying the same tool you selected or a   different one -- and the reason(s ) why . 

 There will be a “ interactive ” mind - mapping session 0.2 . The “ smooth ” guidance during the reflection   process and the “ comfort ” during the session will have to be improved . It seems also to be a question of   practice : the more you practice the more you get use to more flexibility and uncertainty in the way you   collect feedbacks , data and patterns . I would like to have a team working on the outcome of the data   collection to draw conclusion and identify “ personas ” and specific correlated needs . 

 Thanks for taking the time of reading me ! ! !
### Output: 