Storytelling 

 The following assignment discusses why I use storytelling ( i.e. the challenge I face ) , the 

 reason I selected this specific design thinking tool ,   how I would apply it , the insights I get from it , and   my approach to the problem next time in the light of what I have learned from storytelling . 

 Challenge : 

 As a consultant , when I go into a new company , people usually do not trust the new guy 

 coming to tell them how to run their business . Indeed , they have much more experience than I do in   their own company where they have spent many years . They get defensive and sometimes try to   hide important pieces of information and not to collaborate . This in turn obstructs my way to reach   the goal of saving the business ! It puts us in an undesirable lose - lose situation . 

 Selection : 

 Therefore , instead of bossing people around and trying to take things by “ brute force ” , I try 

 storytelling to gain the employees ’ trust . People tend to be kinder and more willing to help once   they know you and your intentions . So , if I can get some key employees invested in my success by   telling them my story and making them believe that I am one of the , and just here for the good of   their company , I can achieve the desired results much faster . And the best , most efficient way to get   the employees to trust me is by storytelling . I put the company ’s interests front and center and   explain how collaborating with me would help save it . Storytelling allows me to take the listeners   through the plan , the process of what is needed , and what will happen ; so that everything is clear   from the beginning and that everyone is happy . 

 Application : 

 Instead of showing employees a robot seeking numbers and data to come up with 

 hypothesis that show the problem and then blame hard working people for it , I hold a meeting with   the key people responsible and tell them about my goals , why I am here and what I believe has been   happening . I show them that anybody can make mistakes and fail , I even tell them stories of other   companies that failed but now are succeeding . In short , I make it clear that failing is not the issue ,   denying failure and not learning from it are ! Moreover , if they are still not convinced , I tell them that   there ’s always room for improvement no matter how well they are doing . I make the story real and   authentic . I give every employee something to relate to and imply them in my stories . That way , they   become invested in the story and in collaborating with me . 

 Insights : 

 Most often , the insights are the data the company usually does not show everyone . 

 Sometimes , in addition to the regular data , some employees come forward with extra problems that   do not show in the numbers but still hinder the workflow of the company ( tension between certain   employees , toxic competition between different teams in the same company that lead to a   paralyzing atmosphere where everyone is afraid of making a mistake … ) . I found that storytelling   helps me best to change my image from a stranger condescending guy coming to fix someone ’s big   mistake , to a simple analyst coming to help solve an issue that may happen anywhere . 

 Approach : 

 I find that sometimes , in my meetings with a selected few employees , others feel left out 

 and undermined . This can probably be fixed by reaching out to more people . I will keep having my   meetings with the selected key players , but I will make sure to send all employees briefings as well 

 as the option to add - in their opinions . This would help people not to feel marginalized and ignored ,   and would let me reach a wider array of help . Visualization techniques probably work better in such   settings since I am not communicating with people directly but I want everybody to get a clear   picture of what is going on and I want to avoid confusion . 


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: Storytelling 

 The following assignment discusses why I use storytelling ( i.e. the challenge I face ) , the 

 reason I selected this specific design thinking tool ,   how I would apply it , the insights I get from it , and   my approach to the problem next time in the light of what I have learned from storytelling . 

 Challenge : 

 As a consultant , when I go into a new company , people usually do not trust the new guy 

 coming to tell them how to run their business . Indeed , they have much more experience than I do in   their own company where they have spent many years . They get defensive and sometimes try to   hide important pieces of information and not to collaborate . This in turn obstructs my way to reach   the goal of saving the business ! It puts us in an undesirable lose - lose situation . 

 Selection : 

 Therefore , instead of bossing people around and trying to take things by “ brute force ” , I try 

 storytelling to gain the employees ’ trust . People tend to be kinder and more willing to help once   they know you and your intentions . So , if I can get some key employees invested in my success by   telling them my story and making them believe that I am one of the , and just here for the good of   their company , I can achieve the desired results much faster . And the best , most efficient way to get   the employees to trust me is by storytelling . I put the company ’s interests front and center and   explain how collaborating with me would help save it . Storytelling allows me to take the listeners   through the plan , the process of what is needed , and what will happen ; so that everything is clear   from the beginning and that everyone is happy . 

 Application : 

 Instead of showing employees a robot seeking numbers and data to come up with 

 hypothesis that show the problem and then blame hard working people for it , I hold a meeting with   the key people responsible and tell them about my goals , why I am here and what I believe has been   happening . I show them that anybody can make mistakes and fail , I even tell them stories of other   companies that failed but now are succeeding . In short , I make it clear that failing is not the issue ,   denying failure and not learning from it are ! Moreover , if they are still not convinced , I tell them that   there ’s always room for improvement no matter how well they are doing . I make the story real and   authentic . I give every employee something to relate to and imply them in my stories . That way , they   become invested in the story and in collaborating with me . 

 Insights : 

 Most often , the insights are the data the company usually does not show everyone . 

 Sometimes , in addition to the regular data , some employees come forward with extra problems that   do not show in the numbers but still hinder the workflow of the company ( tension between certain   employees , toxic competition between different teams in the same company that lead to a   paralyzing atmosphere where everyone is afraid of making a mistake … ) . I found that storytelling   helps me best to change my image from a stranger condescending guy coming to fix someone ’s big   mistake , to a simple analyst coming to help solve an issue that may happen anywhere . 

 Approach : 

 I find that sometimes , in my meetings with a selected few employees , others feel left out 

 and undermined . This can probably be fixed by reaching out to more people . I will keep having my   meetings with the selected key players , but I will make sure to send all employees briefings as well 

 as the option to add - in their opinions . This would help people not to feel marginalized and ignored ,   and would let me reach a wider array of help . Visualization techniques probably work better in such   settings since I am not communicating with people directly but I want everybody to get a clear   picture of what is going on and I want to avoid confusion .
### Output: 