1 . Challenge : 

 I am part of Fortune 500 Company and a senior learning consultant in the Learning & Development   ( L&D ) division called “ Academy ” . We are a 300,000 - employee company and currently we are reaching a   point where if we do not transform our workforce on right skills , soon we will lose business to other   competitors and our associates will no longer be relevant with right skills . This was the challenge we had   to solve and start the journey on . I was identified by Academy as one of the senior learning consultants   to meet Client partners and senior business leaders to share with them that the current state where   employees just deliver to client ’s vision will not be enough . If we are not transforming our workforce   skillsets for the future , very soon we will lose employees , as they wo n’t bring the right skills that the   clients are looking for ex : Digital , Cloud , Automation , DevOps , Agile , Selling etc .   It was critical when we   met leaders , to ensure they are supportive of the talent transformation and how they can support   teams . 

 2 . Selection : 

 I did review the various tools available ( Visualization , Storytelling , Mind Mapping , Learning launch ) and   narrowed on storytelling as considering the target audience I had , I was sure if I am can draw a   compelling story , that would be the best way I can get their buy in to give associates time to invest on   themselves to focus on transformation of skills . The “ Storytelling tool ” video on Module 2 , really gave   me perspective , that I need to convince my target audience that the current state is far more dangerous   and something needs to be done to improve it . Thus I decided to use “ storytelling ” as the tool . 

 3 . Application : 

 Once I identified “ Storytelling ” will be the tool I will use . I spent time understanding the Client partner ,   business leaders pain points . One of their key struggles is they are able to sell new business to   customers , but they are struggling to find right talent to do the job for the clients . So I started on that as   my opening thought , what matters to the clients partners and business leaders . This got them engaged . 

 I discussed a situation that is we could transform 300,000 associates we already have in the organization   with future skills , what will the organization look like . That made them think . The author said , ask   questions and keep answering in phases , that ’s what good story tellers do . I started applying it . I talked   about what will it take to transform current workforce , the client partners and business leaders shared   perspective , that we need to identify client journey etc . I highlighted that as a starting point , all we will   need is every associates must spend 30 mins per day to start upskilling . This is a small shift for a big   chance . I asked leaders did they think , getting 30 mins in working hours , can we give associates to spend   time and that seemed like yes in most client partners and few had apprehensions , as associates have 8   to 9 hours of work per day . We left the meeting discussing that this was a serious problem to be solved   and that was a good win , as we did storytelling that made sense to the target audience . They also   appreciated the ideas we put on the table . I sequenced the story in a way , that slowly unfolded the   problem statement leading some of the options , to solve it . 

 4 and 5 . Insight and approach : 

 As I did this exercise , I realized the moment I was able to define “ what is ” and “ what if ” clearly in the   form of a story , that really led to engaged leaders . Upskilling and transforming workforce , since is not a   big focus for my organization yet , hence it was complicated to take it to the client partners and business   leaders . But as I broke down the story from the eyes of the leaders and discussed the current situation   and how future could look like , it tremendously helped . I realized that in the story , I could have added a   bit more reflection point , but I had 30 mins so added few things , which could have been dropped .   I felt   if I could visualization tool techniques at the beginning that can possibly enhance a bit more   engagement from the leaders . That is something I will be using going forward . A lot of times   visualization can just get my 1st 2 mins more effective and I feel next time I must use it , along with story   telling . 


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 : 

 I am part of Fortune 500 Company and a senior learning consultant in the Learning & Development   ( L&D ) division called “ Academy ” . We are a 300,000 - employee company and currently we are reaching a   point where if we do not transform our workforce on right skills , soon we will lose business to other   competitors and our associates will no longer be relevant with right skills . This was the challenge we had   to solve and start the journey on . I was identified by Academy as one of the senior learning consultants   to meet Client partners and senior business leaders to share with them that the current state where   employees just deliver to client ’s vision will not be enough . If we are not transforming our workforce   skillsets for the future , very soon we will lose employees , as they wo n’t bring the right skills that the   clients are looking for ex : Digital , Cloud , Automation , DevOps , Agile , Selling etc .   It was critical when we   met leaders , to ensure they are supportive of the talent transformation and how they can support   teams . 

 2 . Selection : 

 I did review the various tools available ( Visualization , Storytelling , Mind Mapping , Learning launch ) and   narrowed on storytelling as considering the target audience I had , I was sure if I am can draw a   compelling story , that would be the best way I can get their buy in to give associates time to invest on   themselves to focus on transformation of skills . The “ Storytelling tool ” video on Module 2 , really gave   me perspective , that I need to convince my target audience that the current state is far more dangerous   and something needs to be done to improve it . Thus I decided to use “ storytelling ” as the tool . 

 3 . Application : 

 Once I identified “ Storytelling ” will be the tool I will use . I spent time understanding the Client partner ,   business leaders pain points . One of their key struggles is they are able to sell new business to   customers , but they are struggling to find right talent to do the job for the clients . So I started on that as   my opening thought , what matters to the clients partners and business leaders . This got them engaged . 

 I discussed a situation that is we could transform 300,000 associates we already have in the organization   with future skills , what will the organization look like . That made them think . The author said , ask   questions and keep answering in phases , that ’s what good story tellers do . I started applying it . I talked   about what will it take to transform current workforce , the client partners and business leaders shared   perspective , that we need to identify client journey etc . I highlighted that as a starting point , all we will   need is every associates must spend 30 mins per day to start upskilling . This is a small shift for a big   chance . I asked leaders did they think , getting 30 mins in working hours , can we give associates to spend   time and that seemed like yes in most client partners and few had apprehensions , as associates have 8   to 9 hours of work per day . We left the meeting discussing that this was a serious problem to be solved   and that was a good win , as we did storytelling that made sense to the target audience . They also   appreciated the ideas we put on the table . I sequenced the story in a way , that slowly unfolded the   problem statement leading some of the options , to solve it . 

 4 and 5 . Insight and approach : 

 As I did this exercise , I realized the moment I was able to define “ what is ” and “ what if ” clearly in the   form of a story , that really led to engaged leaders . Upskilling and transforming workforce , since is not a   big focus for my organization yet , hence it was complicated to take it to the client partners and business   leaders . But as I broke down the story from the eyes of the leaders and discussed the current situation   and how future could look like , it tremendously helped . I realized that in the story , I could have added a   bit more reflection point , but I had 30 mins so added few things , which could have been dropped .   I felt   if I could visualization tool techniques at the beginning that can possibly enhance a bit more   engagement from the leaders . That is something I will be using going forward . A lot of times   visualization can just get my 1st 2 mins more effective and I feel next time I must use it , along with story   telling .
### Output: 