Reflection – Storytelling 

 Challenge 

 As the company grows , it attempted to introduce the OKR ( Objectives and Key Results ) as a new 

 objective setting system . As the review of the introduction of the new system began , employees 

 were naturally dissatisfied and anxious about the new system : why we need a new objective setting 

 system now ; how will this new system affect my evaluation ; am I excluded from promotion by the 

 introduction of the new system , and so on . The number of employees was about 500 , and we 

 wanted to introduce a new system for all employees including team leaders and executives . We 

 aimed to implement the new system with the understanding and empathy of all employees , not in 

 one direction of top - down . 

 Selection 

 Storytelling was the Design Thinking tool we chose to persuade with the understanding and 

 empathy of all employees . A story was needed to cultivate trust , the foundation of persuasion , and 

 we thought it was most appropriate to apply Storytelling in order to obtain the hearts of employees 

 and settle the new system in the organization . Storytelling as one of the powerful Design Thinking 

 tools puts the human beings and their experience front and center , and takes the listener along on 

 their journey . Storytelling does not simply convey information , it makes it easier to understand and 

 remember the information to be conveyed , and has characteristics that elicit emotional commitment 

 and empathy . 

 Application 

 First , the conversation was repeated to find out the source of employee dissatisfaction and anxiety , 

 and based on this , we tried to include contents related to employee dissatisfaction and anxiety in 

 the story . It was confirmed that the degree of acceptance of the OKR system was different 

 depending on the individual 's career and circumstances , and the content and degree of 

 dissatisfaction and anxiety were very different . Accordingly , it was explained that the impact of the 

 introduction of the OKR system on evaluation and promotion differs by employee type , and it was 

 tried to tell a story that could alleviate and persuade each group to suit their dissatisfaction and 

 anxiety . In addition , by including previous experiences and private episodes in the story , the feeling 

 of skepticism of employees was reduced and an atmosphere in which ideas were easily accepted 

 was created . The previous experience of responding to a new environment , learning a new culture , 

 and adjusting to the new environment at the end after a few struggles was especially helpful . 

 To understand the need for change in order for the company to take a leap forward , a story was 

 used to explain how the introduction of the OKR system occupies a position in the company 's big 

 vision , situation and future strategy . Through this , we were able to derive more empathy about how 

 we started this change and how it had an important meaning . In addition , by carrying out a 

 storytelling that presents a clear direction , focusing on how the work of employees will change by 

 introducing the OKR system and what can change when employees set new objective and start 

 working toward that objective , it was intended to promote the actual actions of employees and to 

 allow them to be accepted as their own stories . 

 Insight 

 It is not easy to persuade a person . Although how excellent the proposal is and convey the 

 content logically , this is because we can not obtain the other person 's heart with that alone . Through 

 the use of the Storytelling tool in the introduction of the OKR system , we learned that in order to 

 gain trust and persuade people , it is necessary to tell a high - quality story , and the success or failure 

 of leadership or system change can be determined by Storytelling . Furthermore , we learned that 

 Storytelling can be a big power , whether it 's a single colleague , an executive or a new employee , a 

 team , or an entire audience we 're trying to persuade . We always want to keep in mind that a clumsy 

 story can ruin a great idea , but a strong story can elicit empathy even with a frustrating idea . 

 Approach 

 If a situation arises that requires the process of persuading based on understanding and empathy , 

 we will always actively use the Storytelling tool . The next time we use this tool , we want to make 

 our listeners more confident in the story by speaking more humbly , even the experience of failure . 

 By showing the other person that we are not always willing to claim that we are correct , we will 

 learn new things , and we will not hesitate to change directions if necessary , we will build a 

 considerable level of friendship with them and give the story more power . Lastly , by continuing to 

 practice telling a good story , we want to have a good influence on our career . 


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: Reflection – Storytelling 

 Challenge 

 As the company grows , it attempted to introduce the OKR ( Objectives and Key Results ) as a new 

 objective setting system . As the review of the introduction of the new system began , employees 

 were naturally dissatisfied and anxious about the new system : why we need a new objective setting 

 system now ; how will this new system affect my evaluation ; am I excluded from promotion by the 

 introduction of the new system , and so on . The number of employees was about 500 , and we 

 wanted to introduce a new system for all employees including team leaders and executives . We 

 aimed to implement the new system with the understanding and empathy of all employees , not in 

 one direction of top - down . 

 Selection 

 Storytelling was the Design Thinking tool we chose to persuade with the understanding and 

 empathy of all employees . A story was needed to cultivate trust , the foundation of persuasion , and 

 we thought it was most appropriate to apply Storytelling in order to obtain the hearts of employees 

 and settle the new system in the organization . Storytelling as one of the powerful Design Thinking 

 tools puts the human beings and their experience front and center , and takes the listener along on 

 their journey . Storytelling does not simply convey information , it makes it easier to understand and 

 remember the information to be conveyed , and has characteristics that elicit emotional commitment 

 and empathy . 

 Application 

 First , the conversation was repeated to find out the source of employee dissatisfaction and anxiety , 

 and based on this , we tried to include contents related to employee dissatisfaction and anxiety in 

 the story . It was confirmed that the degree of acceptance of the OKR system was different 

 depending on the individual 's career and circumstances , and the content and degree of 

 dissatisfaction and anxiety were very different . Accordingly , it was explained that the impact of the 

 introduction of the OKR system on evaluation and promotion differs by employee type , and it was 

 tried to tell a story that could alleviate and persuade each group to suit their dissatisfaction and 

 anxiety . In addition , by including previous experiences and private episodes in the story , the feeling 

 of skepticism of employees was reduced and an atmosphere in which ideas were easily accepted 

 was created . The previous experience of responding to a new environment , learning a new culture , 

 and adjusting to the new environment at the end after a few struggles was especially helpful . 

 To understand the need for change in order for the company to take a leap forward , a story was 

 used to explain how the introduction of the OKR system occupies a position in the company 's big 

 vision , situation and future strategy . Through this , we were able to derive more empathy about how 

 we started this change and how it had an important meaning . In addition , by carrying out a 

 storytelling that presents a clear direction , focusing on how the work of employees will change by 

 introducing the OKR system and what can change when employees set new objective and start 

 working toward that objective , it was intended to promote the actual actions of employees and to 

 allow them to be accepted as their own stories . 

 Insight 

 It is not easy to persuade a person . Although how excellent the proposal is and convey the 

 content logically , this is because we can not obtain the other person 's heart with that alone . Through 

 the use of the Storytelling tool in the introduction of the OKR system , we learned that in order to 

 gain trust and persuade people , it is necessary to tell a high - quality story , and the success or failure 

 of leadership or system change can be determined by Storytelling . Furthermore , we learned that 

 Storytelling can be a big power , whether it 's a single colleague , an executive or a new employee , a 

 team , or an entire audience we 're trying to persuade . We always want to keep in mind that a clumsy 

 story can ruin a great idea , but a strong story can elicit empathy even with a frustrating idea . 

 Approach 

 If a situation arises that requires the process of persuading based on understanding and empathy , 

 we will always actively use the Storytelling tool . The next time we use this tool , we want to make 

 our listeners more confident in the story by speaking more humbly , even the experience of failure . 

 By showing the other person that we are not always willing to claim that we are correct , we will 

 learn new things , and we will not hesitate to change directions if necessary , we will build a 

 considerable level of friendship with them and give the story more power . Lastly , by continuing to 

 practice telling a good story , we want to have a good influence on our career .
### Output: 