1 . Challenge : Our organization was going through a culture change exercise . We had an 

 acronym of values that we wanted to implement . To do so we had arranged for learning   modules , culture surveys , employee activities- in short every bell and whistle we could think   of and yet , the culture was not changing on ground . People were scoring well on the tests ,   but not changing their everyday actions . 

 2 . Selection : We decided to go with Storytelling approach . The reason was that using more 

 abstract words to define values was not working and we knew that we needed something   that could capture the ambiguous nature of the problem in front of us and address it by   bringing about changes from inside . 

 3 . Application : We started conducting FGDs to collect stories from people when they saw the 

 “ values in action ” . We invited recordings of the stories and opened up the floor to anyone   and everyone . We were surprised by two things- 1 . How inaccurately the stories had been   categorised according to the values and 2 . How little clarity was there in the minds of our   own leaders about what those values really meant when they were being applied . This led   us to calling together of our leadership in a single room and we asked them to brainstorm on   the stories and fill them in the right category . This process was taken to a companywide   level with the stories being discussed at the start of each month and then each department   was asked to send in stories of their own . Gradually we started getting better stories- better   because now the people knew which behaviour they had to look out for and the desire to   feature their own department in the stories also led them to actually display the behaviour   and that was our intention from the very start . 

 4 . Insight : Objective tools can not always penetrate into subjective experiences as it is like 

 converting analogue to digital- some crucial information was being lost . The design thinking   approach was also helpful in kickstarting the process . Initially people were hesitant in even   accepting such an approach- but small groups and beginnings were easy bets to make .   When the results started coming in , it was apparent that the root of problem was always that   the leadership was itself confused about the ‘ real ’ meaning of the values and our experiment   continued . 

 5 . Approach : I would invite a broader cross section of people for the story telling groups and 

 further , I would also publicise the stories in a much better way by giving some sort of reward   as that helps build the momentum . Also , crucially , I would invite stories of failure also . That   is something that I learnt much later . 


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: 1 . Challenge : Our organization was going through a culture change exercise . We had an 

 acronym of values that we wanted to implement . To do so we had arranged for learning   modules , culture surveys , employee activities- in short every bell and whistle we could think   of and yet , the culture was not changing on ground . People were scoring well on the tests ,   but not changing their everyday actions . 

 2 . Selection : We decided to go with Storytelling approach . The reason was that using more 

 abstract words to define values was not working and we knew that we needed something   that could capture the ambiguous nature of the problem in front of us and address it by   bringing about changes from inside . 

 3 . Application : We started conducting FGDs to collect stories from people when they saw the 

 “ values in action ” . We invited recordings of the stories and opened up the floor to anyone   and everyone . We were surprised by two things- 1 . How inaccurately the stories had been   categorised according to the values and 2 . How little clarity was there in the minds of our   own leaders about what those values really meant when they were being applied . This led   us to calling together of our leadership in a single room and we asked them to brainstorm on   the stories and fill them in the right category . This process was taken to a companywide   level with the stories being discussed at the start of each month and then each department   was asked to send in stories of their own . Gradually we started getting better stories- better   because now the people knew which behaviour they had to look out for and the desire to   feature their own department in the stories also led them to actually display the behaviour   and that was our intention from the very start . 

 4 . Insight : Objective tools can not always penetrate into subjective experiences as it is like 

 converting analogue to digital- some crucial information was being lost . The design thinking   approach was also helpful in kickstarting the process . Initially people were hesitant in even   accepting such an approach- but small groups and beginnings were easy bets to make .   When the results started coming in , it was apparent that the root of problem was always that   the leadership was itself confused about the ‘ real ’ meaning of the values and our experiment   continued . 

 5 . Approach : I would invite a broader cross section of people for the story telling groups and 

 further , I would also publicise the stories in a much better way by giving some sort of reward   as that helps build the momentum . Also , crucially , I would invite stories of failure also . That   is something that I learnt much later .
### Output: 