Bruno Milani     Challenge – How might we cultivate creativity in the workplace ?     I chose the challenge of increasing employee engagement in the Federal Government by cultivating   cultures and leaders who inspire and unleash everyone ’s creativity .   Studies show that only 65 % of   Government employees are engaged at work .   It ’s lower in the private sector .   But , as managers , we should   ask whether we are contributing to their disengagement .   Are we allowing them to share their ideas ? To   discover their talents ?   Are we bringing them along on the journey ?   To meet this challenge , I reached out   to a group of leaders in the Government in charge of training and talent development and management .    This like - minded group faces this challenge too , but may not see it in the same way .      Selection - Storytelling     To reach my audience , I turned to storytelling . I find that telling stories is a powerful way to connect with   others and persuade them to listen to my ideas .   We all grew up hearing stories .   Of far away lands .    Princesses and dragons .   Magical spells .   These stories fueled our imaginations and captured our attention .    But what exactly is storytelling , especially in the design thinking context ?   As we learned in Week 2 ,   storytelling is a design tool we can use to put human beings and their experience front and center .    Storytelling is not only educational and compelling , it is informative and inspiring .   The stories we tell can   raise questions and offer our audience opportunities to contemplate the status quo and how we might   redesign it .      To address my challenge of driving more innovation in the Federal Government by creating cultures that   support everyone ’s creativity in the workplace , I told the story of the current environment .   As one of my   teachers , Deek Mela of the design firm , IDEO , says , “ every innovation begins with a story . ”   I explained   how employees may become disengaged because they do n’t feel comfortable sharing their ideas .   Maybe   this is because managers rejected their ideas before or did n’t allow them to speak up .   I combined appealing   to the rational and emotional concerns of both the employees and the managers , and explained how my   audience might have the ability to use learning and development to reframe and reshape culture to alleviate   these concerns .      Application      To tell my story , I designed a webinar presentation .   Specifically , I wanted to take my audience along on a   journey .   I wanted them to know what it felt like for employees who feel like their voice is NOT heard , but   who have a lot of ideas to share . But , as the lesson in Week 2 explained , I thought about my audience and   their needs and concerns .   To start , I researched recent articles about employee engagement that my   audience often referred to , including from Chief Learning Officer magazine and Deloitte .   I even asked   friends who have this role what their interests , concerns , and needs were .   I actually reshaped my   presentation then after colleting this data .      I then developed a Powerpoint presentation for my webinar .   Because my audience would not be in person ,   I created simple slides with one image and a few words on each that helped me guide the audience on a   visual journey through my story .   For example , when talking about how we develop a “ creativity scar ”   when people reject our ideas , I just wrote the words “ creativity scar ” and had an image of a broken heart   with a bandaid on that slide .   Other slides were similar .      My story reminded my audience that we are all creative .   We play and use our imagination as children , but   we grow out of it , or it ’s taught out of us , as Sir Ken Robinson says .   I then described how instead , we   could cultivate cultures and leaders who support everyone ’s ideas .   I even took them through some creative   exercises to give then a feel for it themselves .      I told the story of a disengaged employee and how we might collaborate to change the culture to allow her   to share her ideas .   I even explained how we could use design thinking as a collaborative tool to achieve   this goal and how we could cultivate leaders to lead for creativity by using design thinking tools . 

 I ended my story by asking them to think about how they might reframe their jobs or experience , thinking   about it from their users ’ perspectives – how the employees they lead might feel or think , and to question   what they really want and need . As a result , my audience was energized and felt passionate about my ideas .      Insight      After my presentation , some told me they found my approach and strategy easy to implement and started   using “ how might we ” questions to collaborate together , as I suggested .   They told me they really   connected with the feeling these rejected employees had based on the story I told .   My story helped put   them in their employees ’ shoes .   Some examples I gave , like my first boss telling me “ we do n’t pay you to   think ” really resonated with my audience .   Looking back , I would stress those personal examples some   more and early on .     Approach      Alternatively , I could have created and presented mindmaps that highlighted specific insights from   interviews with employees who felt their ideas were not heard .   I could have created personas that   summarized the themes and patterns from multiple employees , developing examples of those .   In a way   similar to storytelling , this would have allowed me to focus on the questions to be answered , but based on   the empathy and insights gained from specific employees . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: Bruno Milani
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: Bruno Milani     Challenge – How might we cultivate creativity in the workplace ?     I chose the challenge of increasing employee engagement in the Federal Government by cultivating   cultures and leaders who inspire and unleash everyone ’s creativity .   Studies show that only 65 % of   Government employees are engaged at work .   It ’s lower in the private sector .   But , as managers , we should   ask whether we are contributing to their disengagement .   Are we allowing them to share their ideas ? To   discover their talents ?   Are we bringing them along on the journey ?   To meet this challenge , I reached out   to a group of leaders in the Government in charge of training and talent development and management .    This like - minded group faces this challenge too , but may not see it in the same way .      Selection - Storytelling     To reach my audience , I turned to storytelling . I find that telling stories is a powerful way to connect with   others and persuade them to listen to my ideas .   We all grew up hearing stories .   Of far away lands .    Princesses and dragons .   Magical spells .   These stories fueled our imaginations and captured our attention .    But what exactly is storytelling , especially in the design thinking context ?   As we learned in Week 2 ,   storytelling is a design tool we can use to put human beings and their experience front and center .    Storytelling is not only educational and compelling , it is informative and inspiring .   The stories we tell can   raise questions and offer our audience opportunities to contemplate the status quo and how we might   redesign it .      To address my challenge of driving more innovation in the Federal Government by creating cultures that   support everyone ’s creativity in the workplace , I told the story of the current environment .   As one of my   teachers , Deek Mela of the design firm , IDEO , says , “ every innovation begins with a story . ”   I explained   how employees may become disengaged because they do n’t feel comfortable sharing their ideas .   Maybe   this is because managers rejected their ideas before or did n’t allow them to speak up .   I combined appealing   to the rational and emotional concerns of both the employees and the managers , and explained how my   audience might have the ability to use learning and development to reframe and reshape culture to alleviate   these concerns .      Application      To tell my story , I designed a webinar presentation .   Specifically , I wanted to take my audience along on a   journey .   I wanted them to know what it felt like for employees who feel like their voice is NOT heard , but   who have a lot of ideas to share . But , as the lesson in Week 2 explained , I thought about my audience and   their needs and concerns .   To start , I researched recent articles about employee engagement that my   audience often referred to , including from Chief Learning Officer magazine and Deloitte .   I even asked   friends who have this role what their interests , concerns , and needs were .   I actually reshaped my   presentation then after colleting this data .      I then developed a Powerpoint presentation for my webinar .   Because my audience would not be in person ,   I created simple slides with one image and a few words on each that helped me guide the audience on a   visual journey through my story .   For example , when talking about how we develop a “ creativity scar ”   when people reject our ideas , I just wrote the words “ creativity scar ” and had an image of a broken heart   with a bandaid on that slide .   Other slides were similar .      My story reminded my audience that we are all creative .   We play and use our imagination as children , but   we grow out of it , or it ’s taught out of us , as Sir Ken Robinson says .   I then described how instead , we   could cultivate cultures and leaders who support everyone ’s ideas .   I even took them through some creative   exercises to give then a feel for it themselves .      I told the story of a disengaged employee and how we might collaborate to change the culture to allow her   to share her ideas .   I even explained how we could use design thinking as a collaborative tool to achieve   this goal and how we could cultivate leaders to lead for creativity by using design thinking tools . 

 I ended my story by asking them to think about how they might reframe their jobs or experience , thinking   about it from their users ’ perspectives – how the employees they lead might feel or think , and to question   what they really want and need . As a result , my audience was energized and felt passionate about my ideas .      Insight      After my presentation , some told me they found my approach and strategy easy to implement and started   using “ how might we ” questions to collaborate together , as I suggested .   They told me they really   connected with the feeling these rejected employees had based on the story I told .   My story helped put   them in their employees ’ shoes .   Some examples I gave , like my first boss telling me “ we do n’t pay you to   think ” really resonated with my audience .   Looking back , I would stress those personal examples some   more and early on .     Approach      Alternatively , I could have created and presented mindmaps that highlighted specific insights from   interviews with employees who felt their ideas were not heard .   I could have created personas that   summarized the themes and patterns from multiple employees , developing examples of those .   In a way   similar to storytelling , this would have allowed me to focus on the questions to be answered , but based on   the empathy and insights gained from specific employees .
### Output: 