Challenge & Selection 

 This course has helped me to realize how important it´s storytelling when addressing new   challenges . I mean that it requires of all your attention to produce a good story that helps you   to get to your audience . “ A story that connects to the emotions , the values of the   people … designed for the audience , considering their needs … asking powerful questions and   creating moments of reflection ” 

 I´ve recently taken the role to develop the People Analytics function at a company . This may   seem so appealing and it is , but it´s also hard work and a real challenge . At the first stages   when there is no culture on data it´s so easy to find resistance and not much support . It´s not   always evident or acknowledged by your colleagues but it´s there . To get the attention and   collaboration of the other stakeholders requires of good storytelling skills . 

 Also to get the resources needed to put on practice some projects and evolve the function   adding value to the organization . 

 That´s the reason why I´ve selected Storytelling tool since it´s the first step to move forward to   the next … . And you´ll use it later , when addressing your problem to apply the design thinking   process and it will be a good asset at many stages . 

 In my case , to apply to a “ voluntary turnover ” analysis ? 

 Application 

 In fact , my storytelling session was more based on analysis and data , from an historical   perspective but also based on macroeconomic trends and future expectations . Also attending   to the stakeholders impacts and needs . 

 I probably didn´t focused on the main stakeholders but , I was more ambitious , thinking about   the impact on the cultural aspect I reached probably more people than recommended to   generate   biggest impact . 

 I interviewed many of the stakeholders but didn´t appeal to their emotions which I consider   now an important aspect . 

 Not many open questions to reflect on , I definitely need to invest more time and care more   about the details in the storytelling . 

 I definitely got some attention and resources but not as much as expected and definitely not   their full engagement to fully support the project . 

 Insights / Approach 

 After reviewing the experience explained previously my take aways are : 

 To prepare for your storytelling , from my perspective and with all the course inputs , it´s key to : 

 -   Identify the principal stakeholders and focus on them 

 -   Interview them to understand what drives , worries … them ( emotional understanding ) 

 -   Get data from them to add to your data analysis 

 -   Identify the risks and the possibilities considering their feed - back 

 -   With all of that build your story using a strong emotional message , fully focused in   your audience , creating a cause they can invest in , and through the right questions find   moments of reflection plus some recommendations … to get to a common   understanding , alignment and their engagement and passion . 

 But I´ve got many more insights or let´s say open subjects from the course : 

    How can coexist people analytics concept ( analytical … ) and design thinking ? A   combination of both could be possible ? How ? 

    I´m wondering if I used the right approach to analyze and predict on voluntary   turnover ? 

 -   Voluntary turnover is an issue “ human – centered ” : on employees 

 -   “ Past data it´s unlikely to help us ” , “ very little data ” : historical data is insufficient   to produce the analysis and past trends does not correspond with the current and   expected future ones . 

 So maybe it could be more interesting to collect new information through surveys and manage   the project from a design thinking perspective with the right stakeholders such as HRBP´s and   other centers of expertise members for diversity and collaboration ? 

 Instead of looking for patterns in historical data to do so in the interviews mentioned before ,   since what we want to do is to predict . 

 Considering data not sufficiently relevant , instead of clustering from historical data , cluster   from interview data . 

 So to me , this course has taken me to consider different approaches to address a people   analytics issue . 

 Depending on the “ problem description ” and “ data available ” the “ predictive ” approach would   need an algorithm approach or a testing/ design thinking approach . Or maybe a combination   of both . Considering the data gathering phase as part of the algorithm prediction and the   testing / design thinking , a way of proving those hypothesis . 

 I´m going to need a good Storytelling for that….and a learning mindset ( Geoff´s mindset ) 


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: Challenge & Selection 

 This course has helped me to realize how important it´s storytelling when addressing new   challenges . I mean that it requires of all your attention to produce a good story that helps you   to get to your audience . “ A story that connects to the emotions , the values of the   people … designed for the audience , considering their needs … asking powerful questions and   creating moments of reflection ” 

 I´ve recently taken the role to develop the People Analytics function at a company . This may   seem so appealing and it is , but it´s also hard work and a real challenge . At the first stages   when there is no culture on data it´s so easy to find resistance and not much support . It´s not   always evident or acknowledged by your colleagues but it´s there . To get the attention and   collaboration of the other stakeholders requires of good storytelling skills . 

 Also to get the resources needed to put on practice some projects and evolve the function   adding value to the organization . 

 That´s the reason why I´ve selected Storytelling tool since it´s the first step to move forward to   the next … . And you´ll use it later , when addressing your problem to apply the design thinking   process and it will be a good asset at many stages . 

 In my case , to apply to a “ voluntary turnover ” analysis ? 

 Application 

 In fact , my storytelling session was more based on analysis and data , from an historical   perspective but also based on macroeconomic trends and future expectations . Also attending   to the stakeholders impacts and needs . 

 I probably didn´t focused on the main stakeholders but , I was more ambitious , thinking about   the impact on the cultural aspect I reached probably more people than recommended to   generate   biggest impact . 

 I interviewed many of the stakeholders but didn´t appeal to their emotions which I consider   now an important aspect . 

 Not many open questions to reflect on , I definitely need to invest more time and care more   about the details in the storytelling . 

 I definitely got some attention and resources but not as much as expected and definitely not   their full engagement to fully support the project . 

 Insights / Approach 

 After reviewing the experience explained previously my take aways are : 

 To prepare for your storytelling , from my perspective and with all the course inputs , it´s key to : 

 -   Identify the principal stakeholders and focus on them 

 -   Interview them to understand what drives , worries … them ( emotional understanding ) 

 -   Get data from them to add to your data analysis 

 -   Identify the risks and the possibilities considering their feed - back 

 -   With all of that build your story using a strong emotional message , fully focused in   your audience , creating a cause they can invest in , and through the right questions find   moments of reflection plus some recommendations … to get to a common   understanding , alignment and their engagement and passion . 

 But I´ve got many more insights or let´s say open subjects from the course : 

    How can coexist people analytics concept ( analytical … ) and design thinking ? A   combination of both could be possible ? How ? 

    I´m wondering if I used the right approach to analyze and predict on voluntary   turnover ? 

 -   Voluntary turnover is an issue “ human – centered ” : on employees 

 -   “ Past data it´s unlikely to help us ” , “ very little data ” : historical data is insufficient   to produce the analysis and past trends does not correspond with the current and   expected future ones . 

 So maybe it could be more interesting to collect new information through surveys and manage   the project from a design thinking perspective with the right stakeholders such as HRBP´s and   other centers of expertise members for diversity and collaboration ? 

 Instead of looking for patterns in historical data to do so in the interviews mentioned before ,   since what we want to do is to predict . 

 Considering data not sufficiently relevant , instead of clustering from historical data , cluster   from interview data . 

 So to me , this course has taken me to consider different approaches to address a people   analytics issue . 

 Depending on the “ problem description ” and “ data available ” the “ predictive ” approach would   need an algorithm approach or a testing/ design thinking approach . Or maybe a combination   of both . Considering the data gathering phase as part of the algorithm prediction and the   testing / design thinking , a way of proving those hypothesis . 

 I´m going to need a good Storytelling for that….and a learning mindset ( Geoff´s mindset )
### Output: 