My story of transitioning to Remote working 

 Challenges and Selection 

 I work as an operational excellence consultant with a Global Insurance Broking firm and my role   involves working with the business to identify efficiencies , improve profitability and aid   innovation . My role often involves collaborating to change cultures , processes that have evolved   over various mergers and acquisitions , team behaviors and age - old practices . There are various   parties involved mostly with conflicting priorities i.e. stakeholders , subject matter experts ,   change champions , project leaders and the overall business team members . I often use   storytelling as a tool to bring out what the studies of these processes reveal , what are the   considerations that lead us towards change , how to implement the change and sometimes why   not to change too . It has now been a practice to see why certain aspects are difficult for certain   members to understand and adapt and accordingly make changes to the story narrative . This   helps me develop strategies for similar situations across the wide array of projects that I manage . 

 I would like to narrate an example of how I along with two of my peers had to make a   presentation to prospective clients on how we managed the change to remote working   irrespective of the various challenges faced without any material impact to the service delivery   expected of the service center of our organization . This was to be done so that the prospective   clients understand the resilience factor of the service centers among various other parameters   that were to be presented . All this had to be done remotely considering we were amidst the   pandemic situation . 

 Application 

 My story started with describing the key aspects on a slide that would help create a visual of what   the center looked like . The key aspects were as follows a ) service delivery e.g. quality scores , tat ,   productivity , efficiencies realized in previous year , compliance certifications , geographical spread   that we deliver to , etc . b ) infrastructure i.e. number of sites , space management policy , IT   infrastructure , transport facility and business continuity c ) on the people front we describe   certain aspects of our work culture ,   gender ratio and the talent pool of the delivery center . Then   some of the business leaders were invited to describe operation management , certain client   partners were invited to describe the feedback of the services . 

 I was up next to narrate how we adapted to the pandemic . I had divided my presentation into 2   parts one how did we ‘ Adapt and Sustain ’ which the client would be able to relate better now   that they knew how the service center looked like and how the operations were managed ,   followed by How we have ‘ reimagined the workspace ’ .   With respect to adapt and sustain story   I worked the client through a timeline of how we gradually moved from pilot remote testing , to   full - fledged working , to enhanced due - diligence till remote working stabilized and then gave 

 them a wow factor of however we could manage it in a matter of weeks . I then described how   we could manage to ship desktops / laptops to 1200 + colleagues who were dependent on office   desktops for working within 1 month in spite of the lockdown situation . I touched upon how we   took efforts to maintain consistent employee experience w.r.t remote joining process for new   joiners , trainings , various employee connects e.g. townhall , reward and recognition , various   virtual team interactions . My story included pictures , short video clippings and colleague   feedbacks on how they were supported throughout the transition , how they were supported in   case of managing work in case of family emergencies , etc . I then briefly talked about how we are   already ‘ Reimaging the workplace ’ e.g. how we are exploring various operating models ( fully   remote , partly remote , etc . ) and its impact on service delivery , infrastructure , culture and talent   development in terms of what is working well and what needs to be changed . 

 Insight and Approach 

 Our organization follows a specific approach of seeking formal feedback on how the sessions   were w.r.t presenters , content , impact on decision making . I was happy to receive a very positive   feedback on how my storytelling assured the clients about how we can manage change with   minimal business impact . The story telling had real examples , emotional connects , sequence of   events as if we were travelling time describing how we gradually yet effectively managed the   transition . I was satisfied with my presentation , since I could walk the group through the ‘ wicked   challenge ’ of transitioning to remote working due to Covid-19 . I got the positive feedback in   terms of nods , body language , acknowledgment of they know how difficult that can be , responses   to the questions that I probed and someone to one appreciation I got from some members from   the audience . 

 Having said that , there is always scope for improvement .   I am going to put to practice some of   the concepts this training has emphasized e.g. create the tension , make the story crisp as there   is a very little attention span . 


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: My story of transitioning to Remote working 

 Challenges and Selection 

 I work as an operational excellence consultant with a Global Insurance Broking firm and my role   involves working with the business to identify efficiencies , improve profitability and aid   innovation . My role often involves collaborating to change cultures , processes that have evolved   over various mergers and acquisitions , team behaviors and age - old practices . There are various   parties involved mostly with conflicting priorities i.e. stakeholders , subject matter experts ,   change champions , project leaders and the overall business team members . I often use   storytelling as a tool to bring out what the studies of these processes reveal , what are the   considerations that lead us towards change , how to implement the change and sometimes why   not to change too . It has now been a practice to see why certain aspects are difficult for certain   members to understand and adapt and accordingly make changes to the story narrative . This   helps me develop strategies for similar situations across the wide array of projects that I manage . 

 I would like to narrate an example of how I along with two of my peers had to make a   presentation to prospective clients on how we managed the change to remote working   irrespective of the various challenges faced without any material impact to the service delivery   expected of the service center of our organization . This was to be done so that the prospective   clients understand the resilience factor of the service centers among various other parameters   that were to be presented . All this had to be done remotely considering we were amidst the   pandemic situation . 

 Application 

 My story started with describing the key aspects on a slide that would help create a visual of what   the center looked like . The key aspects were as follows a ) service delivery e.g. quality scores , tat ,   productivity , efficiencies realized in previous year , compliance certifications , geographical spread   that we deliver to , etc . b ) infrastructure i.e. number of sites , space management policy , IT   infrastructure , transport facility and business continuity c ) on the people front we describe   certain aspects of our work culture ,   gender ratio and the talent pool of the delivery center . Then   some of the business leaders were invited to describe operation management , certain client   partners were invited to describe the feedback of the services . 

 I was up next to narrate how we adapted to the pandemic . I had divided my presentation into 2   parts one how did we ‘ Adapt and Sustain ’ which the client would be able to relate better now   that they knew how the service center looked like and how the operations were managed ,   followed by How we have ‘ reimagined the workspace ’ .   With respect to adapt and sustain story   I worked the client through a timeline of how we gradually moved from pilot remote testing , to   full - fledged working , to enhanced due - diligence till remote working stabilized and then gave 

 them a wow factor of however we could manage it in a matter of weeks . I then described how   we could manage to ship desktops / laptops to 1200 + colleagues who were dependent on office   desktops for working within 1 month in spite of the lockdown situation . I touched upon how we   took efforts to maintain consistent employee experience w.r.t remote joining process for new   joiners , trainings , various employee connects e.g. townhall , reward and recognition , various   virtual team interactions . My story included pictures , short video clippings and colleague   feedbacks on how they were supported throughout the transition , how they were supported in   case of managing work in case of family emergencies , etc . I then briefly talked about how we are   already ‘ Reimaging the workplace ’ e.g. how we are exploring various operating models ( fully   remote , partly remote , etc . ) and its impact on service delivery , infrastructure , culture and talent   development in terms of what is working well and what needs to be changed . 

 Insight and Approach 

 Our organization follows a specific approach of seeking formal feedback on how the sessions   were w.r.t presenters , content , impact on decision making . I was happy to receive a very positive   feedback on how my storytelling assured the clients about how we can manage change with   minimal business impact . The story telling had real examples , emotional connects , sequence of   events as if we were travelling time describing how we gradually yet effectively managed the   transition . I was satisfied with my presentation , since I could walk the group through the ‘ wicked   challenge ’ of transitioning to remote working due to Covid-19 . I got the positive feedback in   terms of nods , body language , acknowledgment of they know how difficult that can be , responses   to the questions that I probed and someone to one appreciation I got from some members from   the audience . 

 Having said that , there is always scope for improvement .   I am going to put to practice some of   the concepts this training has emphasized e.g. create the tension , make the story crisp as there   is a very little attention span .
### Output: 