Visualization 

 Challenge & Selection 

 I ’m a learning and development specialist in our customer service organisation . Recently five client   facing departments have been merged and my mission was to create a new uniform training landscape   for all the five units . It sounded quite simple at the beginning but as soon as we started to interview   the respective trainers , leaders and employees , we discovered that there was a complexity we did n’t   expect . The existing trainings were conducted differently in each area . Training documents were partly   electronic , digitised or not available at all , in some areas training was very structured and on schedule   and in other areas there were no documents and no schedules in place .   It was a huge challenge since   there are more than 500 employees in total and the departments differed in size , offering , goals and   particularly in corporate culture . One representative from each area was assigned as support for the   project . They were not very keen to contribute solutions since the overall vision was not very clear and   they already had more than enough to do with their respective daily business . The general attitude   was , everything works , why should we change anything ? Why should we standardize something ? The   resistance was unexpectedly high before we even started our workshops . I decided to proceed slowly   and deliberately and tried to consider the resistance as a gift . I knew that if we did not have the project   members on board , we would not be successful in the long run . I clearly communicated to my superiors   that we were encountering resistance that was in my opinion only marginally related to the training   amendments we wanted to make . I was looking for a new approach to our task since the main   challenge was human - centered . So we needed a deep understanding of the actual people involved and   decided to use visualization and storytelling in our workshops to understand better what really   mattered to the people . 

 Application 

 We started the first workshop with building a common understanding on how we would like to work   together in our project group . I brought different coaching cards ( A4 photo cards with people ,   situations , nature etc . ) and everyone could choose one or more images , which represented a mosaic   piece of the desired culture for them . They were also invited to draw what came to their minds . It was   so interesting to see that we found our first common ground . People were suddenly more relaxed ,   some were even laughing and opening up . This creative visualization approach was only the start . We   found a working and learning culture that everyone could identify with . A next task was to create a   proposal for a high level training landscape without paying attention to all the details and differences   in each area . We all came up with standard Power Point presentations with the common boxes and   arrows . The whole creativity approach was stifled , we all did what we can do best – creating slides that   correspond with the expectations of the management and the corporate identity . We were under a   lot of time pressure , we had to finally deliver . We definitely needed more time if we wanted to come   up with a better solution . Right from the start we wanted to pack our training landscape into a story .   Something that appeals to the emotions and everyone can connect something with it . In a workshop   we collected , drew and wrote ideas together and then we prioritized the ideas with points . It was so   interesting how many ideas we came up with . There was even space for crazy ideas something we   were n’t used to in a business context . Then we started to draw the main ideas on big posters and   showed them to other stakeholders . The feedbacks were very open and some ideas had to be   amended , to others we had to say goodbye and very few were popular . In the end we decided to   present our training landscape as a globe , the individual areas as countries , everything interconnected   and yet individual . 

 Insight 

 We have n't been able to identify many synergies yet ( training wise ) but we have been able to define a   common culture as a starting point and we found a common image that we also can relate to .   We   have realized that we can come up with great ideas as individuals but also as a team . We can tell our   employees a story and back it up with a meaningful image . The whole process made us strong as a   team and everyone that was involved saw how the idea was created , everyone knows how much work   it took and we are all more than happy with the result . It took much longer than usual – but the extra   time invested was absolutely worth it . During the process the resistance has become smaller as the   members felt that the management and the project leader took their inputs and ideas very seriously .   They were really part of the process and realized that nothing was simply decided without   consideration for the people who are ultimately allowed to implement it . 


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: Visualization 

 Challenge & Selection 

 I ’m a learning and development specialist in our customer service organisation . Recently five client   facing departments have been merged and my mission was to create a new uniform training landscape   for all the five units . It sounded quite simple at the beginning but as soon as we started to interview   the respective trainers , leaders and employees , we discovered that there was a complexity we did n’t   expect . The existing trainings were conducted differently in each area . Training documents were partly   electronic , digitised or not available at all , in some areas training was very structured and on schedule   and in other areas there were no documents and no schedules in place .   It was a huge challenge since   there are more than 500 employees in total and the departments differed in size , offering , goals and   particularly in corporate culture . One representative from each area was assigned as support for the   project . They were not very keen to contribute solutions since the overall vision was not very clear and   they already had more than enough to do with their respective daily business . The general attitude   was , everything works , why should we change anything ? Why should we standardize something ? The   resistance was unexpectedly high before we even started our workshops . I decided to proceed slowly   and deliberately and tried to consider the resistance as a gift . I knew that if we did not have the project   members on board , we would not be successful in the long run . I clearly communicated to my superiors   that we were encountering resistance that was in my opinion only marginally related to the training   amendments we wanted to make . I was looking for a new approach to our task since the main   challenge was human - centered . So we needed a deep understanding of the actual people involved and   decided to use visualization and storytelling in our workshops to understand better what really   mattered to the people . 

 Application 

 We started the first workshop with building a common understanding on how we would like to work   together in our project group . I brought different coaching cards ( A4 photo cards with people ,   situations , nature etc . ) and everyone could choose one or more images , which represented a mosaic   piece of the desired culture for them . They were also invited to draw what came to their minds . It was   so interesting to see that we found our first common ground . People were suddenly more relaxed ,   some were even laughing and opening up . This creative visualization approach was only the start . We   found a working and learning culture that everyone could identify with . A next task was to create a   proposal for a high level training landscape without paying attention to all the details and differences   in each area . We all came up with standard Power Point presentations with the common boxes and   arrows . The whole creativity approach was stifled , we all did what we can do best – creating slides that   correspond with the expectations of the management and the corporate identity . We were under a   lot of time pressure , we had to finally deliver . We definitely needed more time if we wanted to come   up with a better solution . Right from the start we wanted to pack our training landscape into a story .   Something that appeals to the emotions and everyone can connect something with it . In a workshop   we collected , drew and wrote ideas together and then we prioritized the ideas with points . It was so   interesting how many ideas we came up with . There was even space for crazy ideas something we   were n’t used to in a business context . Then we started to draw the main ideas on big posters and   showed them to other stakeholders . The feedbacks were very open and some ideas had to be   amended , to others we had to say goodbye and very few were popular . In the end we decided to   present our training landscape as a globe , the individual areas as countries , everything interconnected   and yet individual . 

 Insight 

 We have n't been able to identify many synergies yet ( training wise ) but we have been able to define a   common culture as a starting point and we found a common image that we also can relate to .   We   have realized that we can come up with great ideas as individuals but also as a team . We can tell our   employees a story and back it up with a meaningful image . The whole process made us strong as a   team and everyone that was involved saw how the idea was created , everyone knows how much work   it took and we are all more than happy with the result . It took much longer than usual – but the extra   time invested was absolutely worth it . During the process the resistance has become smaller as the   members felt that the management and the project leader took their inputs and ideas very seriously .   They were really part of the process and realized that nothing was simply decided without   consideration for the people who are ultimately allowed to implement it .
### Output: 