Design Thinking for Innovation   Final Project - Liron Levi     Challenge 

 We are a small company of 30 talented employees with 46 % being Millennial . The leadership team   consists of 5 key individuals that lead the organization making well thought out decisions as a group or   as their daily responsibilities require it . With a desire to retain the entire staff it is our responsibility to   foster ways to enhance the employee experience . The idea came to launch Generational Meetings and   we started with the Millennial group first . We wanted to create a space for people to have a voice ,   stimulate discussions and result in ideas to grow the organization organically . What we did not expect   was the impact on other Generational groups and a feeling of exclusion . 

 Selection 

 As an organization we had not gone through Design Thinking training , so I am seeing that our approach   was Experimental and had the characteristics of the Learning Launch method . We were able to use the   Learning Launch tools as an experiment and quite quickly test this idea . 

 Application 

 For the first Learning Launch we assembled the staff of Millennial ’s , I gave a statement that this was an   experiment and if it was just this one meeting that was fine . If it gained strength and fostered ideas for   company growth and employee commitment it would be a win . There were some ground rules set to   maintain structure and to stimulate engagement . The rules were : 

    No leadership in the meetings – strictly Millennial “ non ” managers . 

    While this is meant to be a safe environment to share ideas , concerns and solutions , it was not   meant to create negative discussions . Should an issue be discussed it was to generate a solution . 

    Assign a spokesperson that would report back after the meetings , so the leadership team could   address each item one at a time and act on requests as appropriate . 

 As the Learning Launch went on , the group met success and continued to meet quarterly for one year .   They titled themselves the Young Professionals . 

 Insight 

 The meetings proved to be extremely fruitful and brought solid bonding as well . The YP ’s followed the   rules of engagement and with one hour each quarter , they brought not only ideas but actual solutions to   such topics as employee training , client experience through social media , web site overhaul to include   professional input and several simple changes in the office and social events to add to our employee   centric culture . 

 However , it was after the fact that we offered Gen - X the same opportunity and that fell short for several   reasons : 

    Hurt feelings of not being included originally . 

    Feeling that their ideas did not matter – too old . 

    Did not have the same experience of high energy and thought - provoking conversations . 

    Focused on what is not working during their discussions thus bringing down morale . 

 A complete opposite experience ! 

 What did we do ? As a leadership team we had to determine a best solution to support all the good we   were witnessing from the YP group yet engage everyone to bridge the generational gap . The only way to   do this was to bring the groups together and create a new voice of the people . We did just that . We now   have a “ non - mandatory ” group entitled the “ Creative Innovations ” committee . They meet quarterly   with sub - groups doing work in teams between each gathering . This began in Q1 of 2019 and the energy   is positive as we await results . 

 Approach 

 Due to our Design Thinking training , we will be utilizing the different methods as appropriate with the   Creative Innovations committee . We are excited to execute and experiment with the different tools   knowing the future holds compelling results . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: Liron Levi
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: Design Thinking for Innovation   Final Project - Liron Levi     Challenge 

 We are a small company of 30 talented employees with 46 % being Millennial . The leadership team   consists of 5 key individuals that lead the organization making well thought out decisions as a group or   as their daily responsibilities require it . With a desire to retain the entire staff it is our responsibility to   foster ways to enhance the employee experience . The idea came to launch Generational Meetings and   we started with the Millennial group first . We wanted to create a space for people to have a voice ,   stimulate discussions and result in ideas to grow the organization organically . What we did not expect   was the impact on other Generational groups and a feeling of exclusion . 

 Selection 

 As an organization we had not gone through Design Thinking training , so I am seeing that our approach   was Experimental and had the characteristics of the Learning Launch method . We were able to use the   Learning Launch tools as an experiment and quite quickly test this idea . 

 Application 

 For the first Learning Launch we assembled the staff of Millennial ’s , I gave a statement that this was an   experiment and if it was just this one meeting that was fine . If it gained strength and fostered ideas for   company growth and employee commitment it would be a win . There were some ground rules set to   maintain structure and to stimulate engagement . The rules were : 

    No leadership in the meetings – strictly Millennial “ non ” managers . 

    While this is meant to be a safe environment to share ideas , concerns and solutions , it was not   meant to create negative discussions . Should an issue be discussed it was to generate a solution . 

    Assign a spokesperson that would report back after the meetings , so the leadership team could   address each item one at a time and act on requests as appropriate . 

 As the Learning Launch went on , the group met success and continued to meet quarterly for one year .   They titled themselves the Young Professionals . 

 Insight 

 The meetings proved to be extremely fruitful and brought solid bonding as well . The YP ’s followed the   rules of engagement and with one hour each quarter , they brought not only ideas but actual solutions to   such topics as employee training , client experience through social media , web site overhaul to include   professional input and several simple changes in the office and social events to add to our employee   centric culture . 

 However , it was after the fact that we offered Gen - X the same opportunity and that fell short for several   reasons : 

    Hurt feelings of not being included originally . 

    Feeling that their ideas did not matter – too old . 

    Did not have the same experience of high energy and thought - provoking conversations . 

    Focused on what is not working during their discussions thus bringing down morale . 

 A complete opposite experience ! 

 What did we do ? As a leadership team we had to determine a best solution to support all the good we   were witnessing from the YP group yet engage everyone to bridge the generational gap . The only way to   do this was to bring the groups together and create a new voice of the people . We did just that . We now   have a “ non - mandatory ” group entitled the “ Creative Innovations ” committee . They meet quarterly   with sub - groups doing work in teams between each gathering . This began in Q1 of 2019 and the energy   is positive as we await results . 

 Approach 

 Due to our Design Thinking training , we will be utilizing the different methods as appropriate with the   Creative Innovations committee . We are excited to execute and experiment with the different tools   knowing the future holds compelling results .
### Output: 