The story of a big family called an organization 

 1 . Challenge : 

 At my previous job , I was holding the position of Internal Communications   Manager which is a mostly employee - centric role that focuses on connecting the   organization ’s different departments together and ensuring relevant   communication flow between them , on both a work and human level . 

 Given that my organization was an incubator and accelerator and that its   components we mainly different incubated startups that did not reside in the   same location , ensuring proper information flow between them and ensuring a   human connection between all employees working for different sectors in   different startup cultures doing various non - similar jobs was a challenge to say   to least . 

 I had to come up with a way to centralize the information I was receiving from   different entities streamline it into relevant chunks for all employees to identify   with and try to connect them on a human level to enhance company culture . 

 How to do that ? … . One story at a time , I thought . 

 2 . Selection : 

 I come from a Media and Communications background where stories and   messaging are highly important . Employing this side of my expertise I decided to   solve this challenge using the power of storytelling . 

 To do that I aimed to create a shared story all employees across different   departments can relate to and take part of in order to start building   connections . 

 To do that I had to ensure rolling out a larger storyline and communication   stream ( through a newsletter and feedback channel ) then I had to apply a   waterfall logic to trickling narratives across different startups and departments . 

 3 . Application 

 First I established the newsletter that combined the success stories of each   company and its departments to boost employees pride and engagement .   Seeing their department ’s names being celebrated among all other departments   helped drive a common positive sentiment between employees . They started 

 being aware of others names , achievements and activities and now information   flow was ensured among startups and departments . 

 Second was to get these people that are reading about each other to meet in   one place to recognize and celebrate each other ’s successes . That ’s when we   resorted to town halls where we were able to bring together employees that   previous to that were complete strangers introduce them to each other over   food and beverages which always proved to be an appealing catalyst . 

 During these town halls I felt that these people are now meeting over food and   chatting for brief periods but not being able to create lasting connections that   can benefit the overall culture of the organization , for that I established the   Employee engagement committee a group of individuals each from a different   startup to discuss the startups ’ culture pain points in each department , from   that committee I was able to bring together different people from different   cultural backgrounds and expertise to share information about themselves their   teams and what we can do together to improve our common organizational   culture . 

 Based on that we started creating small engagement groups brought together   over common interests like a movie club , football club , etc … Soon these people   were seen leaving work together to go do their shared activities , which helped   boost connections inside the organization and overall culture and positive   sentiment thus productivity at work . 

 4 . Insight 

 One insight I gathered from this plan of action was how similar people are and   that they are able to connect on a deeper level over a shared interest   regardless of their background and field of work . This now helps me always   look at the human side of everything , this can bring meaningful connections in   business and build lasting flourishing relationships that can drive businesses   forward . 

 5 . Approach 

 Next time I might jump on sharing these stories first and foremost because at   the end this was the more accelerating driver behind enhancing company   culture , far more than business news and updates . 


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: The story of a big family called an organization 

 1 . Challenge : 

 At my previous job , I was holding the position of Internal Communications   Manager which is a mostly employee - centric role that focuses on connecting the   organization ’s different departments together and ensuring relevant   communication flow between them , on both a work and human level . 

 Given that my organization was an incubator and accelerator and that its   components we mainly different incubated startups that did not reside in the   same location , ensuring proper information flow between them and ensuring a   human connection between all employees working for different sectors in   different startup cultures doing various non - similar jobs was a challenge to say   to least . 

 I had to come up with a way to centralize the information I was receiving from   different entities streamline it into relevant chunks for all employees to identify   with and try to connect them on a human level to enhance company culture . 

 How to do that ? … . One story at a time , I thought . 

 2 . Selection : 

 I come from a Media and Communications background where stories and   messaging are highly important . Employing this side of my expertise I decided to   solve this challenge using the power of storytelling . 

 To do that I aimed to create a shared story all employees across different   departments can relate to and take part of in order to start building   connections . 

 To do that I had to ensure rolling out a larger storyline and communication   stream ( through a newsletter and feedback channel ) then I had to apply a   waterfall logic to trickling narratives across different startups and departments . 

 3 . Application 

 First I established the newsletter that combined the success stories of each   company and its departments to boost employees pride and engagement .   Seeing their department ’s names being celebrated among all other departments   helped drive a common positive sentiment between employees . They started 

 being aware of others names , achievements and activities and now information   flow was ensured among startups and departments . 

 Second was to get these people that are reading about each other to meet in   one place to recognize and celebrate each other ’s successes . That ’s when we   resorted to town halls where we were able to bring together employees that   previous to that were complete strangers introduce them to each other over   food and beverages which always proved to be an appealing catalyst . 

 During these town halls I felt that these people are now meeting over food and   chatting for brief periods but not being able to create lasting connections that   can benefit the overall culture of the organization , for that I established the   Employee engagement committee a group of individuals each from a different   startup to discuss the startups ’ culture pain points in each department , from   that committee I was able to bring together different people from different   cultural backgrounds and expertise to share information about themselves their   teams and what we can do together to improve our common organizational   culture . 

 Based on that we started creating small engagement groups brought together   over common interests like a movie club , football club , etc … Soon these people   were seen leaving work together to go do their shared activities , which helped   boost connections inside the organization and overall culture and positive   sentiment thus productivity at work . 

 4 . Insight 

 One insight I gathered from this plan of action was how similar people are and   that they are able to connect on a deeper level over a shared interest   regardless of their background and field of work . This now helps me always   look at the human side of everything , this can bring meaningful connections in   business and build lasting flourishing relationships that can drive businesses   forward . 

 5 . Approach 

 Next time I might jump on sharing these stories first and foremost because at   the end this was the more accelerating driver behind enhancing company   culture , far more than business news and updates .
### Output: 