Reflection – Storytelling ( Module 2 ) 

 Challenge   My department has a very young demographic profile with a lot of young first time manages aspiring to   take on leadership roles within the company in the future . But the challenge was how to motivate them   to retain them in our firm and help them realise their dream . Managers including myself were being   constantly challenged to look at their succession planning and develop a leadership pipeline within their   teams .     In order to support this exercise HR has been partnering with the leadership team and Managers to   explore options . The feedback that was coming from managers was that the second line - the team   managers - lack some skills to be able to take on the next role .   While HR and L&D collaborate to deliver   leadership programs at senior levels there was an apparent gap at the team leader level for which   similar program / s are not available .       I took up this initiative to fix this apparent skill gap . Now here comes the challenge , how do I sell this   idea to my peers in the Leadership team and their directs to be make a value proposition that will   address the problem area of preparing the leadership pipeline .     So I embarked on this initiative , with the blessing of my Manager and leader of this department to   create a program for the first time managers and aspiring leaders at the team leader level who had 5 - 7   years of work experience and potential to take on a bigger role .     Selection of tool   Firstly , I got with HR head to discuss the proposition that I had . Here I used the Storytelling approach .   This aligns itself to what Adrian Martin , Global Leadership Development Director at Mars Inc. mentions   when he talks about storytelling being a powerful tool to communicate with various stakeholders and   effectively address the “ WIIFM ” ( what ’s in it for me ) factor .     Application of the tool   I quickly pulled together a PowerPoint and shared a story board of the approach I had in mind . In that   process highlighted the gap in the L&D repertoire and the skill gap need that needs to be bridged which   was acknowledged . This was a small win .      Having convinced HR the next step was to go my peer group – senior leaders and explain my story , Again   I appealed to them of their felt need of developing a leadership and managerial pipeline . By this time I   had conceptualized a high - level concept of the program that I was creating .      In the meanwhile , I hired an external professional Training consulting company to infuse flesh and blood   to the concept . I showcase the program to contain five modules with a day off - site module included . I   then asked the company to do a pre- program screening study with inputs from the employees as well   as their immediate managers on their where they rated themselves across various competencies that   were required for a entry - level leadership role .     Armed with the findings from the exercise I further strengthened my story with that data on “ What is ”   the current eligible population that we require provide L&D intervention to . I showcased the program   structure/ modules , how many hours of training spread over 5 weeks . Here I impressed upon the fact   that their staff will not need to be away from their productive time beyond a day per module across 5 

 weeks .   I also shared a timeline for implementation and , cost and administration of the course to the   employees in a University type pattern , complete with attendance requirement , graduation and award   ceremony upon graduation with a Graduation Shield made of wood with the Logo of the program in   brass pasted on the shield . After a few iterations with my peers I also presented my story board to my   Global HR head considering that this is the first time that this type of program is being tried . She was   excited and wanted to implement this across the global locations if this program became successful .     Next step was to take the story board to and share it with the immediate Managers of the employees   who will take part in the program . I highlighted their role in the program . They needed to be part of this   exercise and provide feedback on any change post the program intervention that they observed in their   staff . I did this to ensure that these managers had a skin in the game since this will be added to their   goals for their performance for that year .     Post this , I scheduled a time slot on our regular Monthly departmental townhall and shared the story   with the entire departments ’ employee population ( 1200 employees ) directly addressing their “ WIIFM ” .   Immediately after the townhall I had employees walking up to me and expressing to be part of this   about this program . This was another win for ma s as my final customers were bought - in to the concept . 


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 – Storytelling ( Module 2 ) 

 Challenge   My department has a very young demographic profile with a lot of young first time manages aspiring to   take on leadership roles within the company in the future . But the challenge was how to motivate them   to retain them in our firm and help them realise their dream . Managers including myself were being   constantly challenged to look at their succession planning and develop a leadership pipeline within their   teams .     In order to support this exercise HR has been partnering with the leadership team and Managers to   explore options . The feedback that was coming from managers was that the second line - the team   managers - lack some skills to be able to take on the next role .   While HR and L&D collaborate to deliver   leadership programs at senior levels there was an apparent gap at the team leader level for which   similar program / s are not available .       I took up this initiative to fix this apparent skill gap . Now here comes the challenge , how do I sell this   idea to my peers in the Leadership team and their directs to be make a value proposition that will   address the problem area of preparing the leadership pipeline .     So I embarked on this initiative , with the blessing of my Manager and leader of this department to   create a program for the first time managers and aspiring leaders at the team leader level who had 5 - 7   years of work experience and potential to take on a bigger role .     Selection of tool   Firstly , I got with HR head to discuss the proposition that I had . Here I used the Storytelling approach .   This aligns itself to what Adrian Martin , Global Leadership Development Director at Mars Inc. mentions   when he talks about storytelling being a powerful tool to communicate with various stakeholders and   effectively address the “ WIIFM ” ( what ’s in it for me ) factor .     Application of the tool   I quickly pulled together a PowerPoint and shared a story board of the approach I had in mind . In that   process highlighted the gap in the L&D repertoire and the skill gap need that needs to be bridged which   was acknowledged . This was a small win .      Having convinced HR the next step was to go my peer group – senior leaders and explain my story , Again   I appealed to them of their felt need of developing a leadership and managerial pipeline . By this time I   had conceptualized a high - level concept of the program that I was creating .      In the meanwhile , I hired an external professional Training consulting company to infuse flesh and blood   to the concept . I showcase the program to contain five modules with a day off - site module included . I   then asked the company to do a pre- program screening study with inputs from the employees as well   as their immediate managers on their where they rated themselves across various competencies that   were required for a entry - level leadership role .     Armed with the findings from the exercise I further strengthened my story with that data on “ What is ”   the current eligible population that we require provide L&D intervention to . I showcased the program   structure/ modules , how many hours of training spread over 5 weeks . Here I impressed upon the fact   that their staff will not need to be away from their productive time beyond a day per module across 5 

 weeks .   I also shared a timeline for implementation and , cost and administration of the course to the   employees in a University type pattern , complete with attendance requirement , graduation and award   ceremony upon graduation with a Graduation Shield made of wood with the Logo of the program in   brass pasted on the shield . After a few iterations with my peers I also presented my story board to my   Global HR head considering that this is the first time that this type of program is being tried . She was   excited and wanted to implement this across the global locations if this program became successful .     Next step was to take the story board to and share it with the immediate Managers of the employees   who will take part in the program . I highlighted their role in the program . They needed to be part of this   exercise and provide feedback on any change post the program intervention that they observed in their   staff . I did this to ensure that these managers had a skin in the game since this will be added to their   goals for their performance for that year .     Post this , I scheduled a time slot on our regular Monthly departmental townhall and shared the story   with the entire departments ’ employee population ( 1200 employees ) directly addressing their “ WIIFM ” .   Immediately after the townhall I had employees walking up to me and expressing to be part of this   about this program . This was another win for ma s as my final customers were bought - in to the concept .
### Output: 