Mahmoud Shaker 

 Challenge & Selection : 

 I am a learning manager and I selected the storytelling tool to on - board our business   partners and learners to implement our L&D strategy and the new ways of learning . 

 In our company , employees are reluctant to use e - learning , they are much more   comfortable with face to face training . At the same time , change is accelerating ; full   day(s ) available for face to face training is shrinking and digital learning is spreading   offering much more opportunities than the classical e - learning . 

 The challenge is to modify the way we organize our learning model and to make sure   the trainings we deliver are more efficient , are more connected to the day to day   business , adaptable to the size and rhythm of our learners and are a direct leverage   in the upskilling . 

 Application : 

 I had to meet a business partner that was reluctant and refused to modify the existing   learning program ( on technical expertise ) that was built with her team and delivered   to other teams , especially new comers . 

 During the interview I had with the manager , I understood that his reluctance was   based on the believe that theoretical training was key to on - board new comers and to   make sure that everyone was aligned in terms of knowledge . It was more comfortable   for him to know that all the new comers had the same trainings even if at the end of   the training it meant that they did n’t learn anything , or not enough compared to the   amount of time spent in the training classroom . 

 On the other hand , the feedbacks we had on this training program were not very   good . 

 -   trainees complained about the content who was too theoretical for a part and   there was not enough time for practice , 

 -   their managers complained that the trainings were too long ( 2/3 days in a row )   and that trainees were not autonomous when they came back from their   training 

 -   and tutors ( who trained the new comers on the job ) were uncomfortable since   they sometimes needed to train the new comer on the job , the face to face   training not being delivered when needed ( we need to have at least 6 new   comers to organize a training ) so , they had to fill in the blanks on their own . 

 Insight and approach : 

 Clearly a presentation of the L&D strategy through the power point slides was not   going to do the job and I had to translate the concepts into a story that made sense   to the business partner I was meeting . 

 I shared the story of a technical quiz on theoretical knowledge that we launched   recently on two groups of people , new comers and seniors in the company . The   results were not what we expect for both groups . 

 The group of new comers ( before training ) had a similar or even a better score   compared to the seniors who were god performers in their job ! When we analyzed   the results we realized that the knowledge on which the quiz was built by a few   experts was not really useful for the job and furthermore those new comers already   acquired this kind of knowledge during their studies . 

 I was able to convince him to try through a pilot a similar approach and also   convinced him to work closer with the tutors of his team to make sure of the efficiency   of the trainings delivered in terms of content , length and rhythm of upskilling . 

 This course was very useful to me , to on - board our business partners in changing the   ways of learning into more modern ways using also the visualization or the learning   launch tools . 


EMAIL: 
ID_NUM: 
NAME_STUDENT: Mahmoud Shaker
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: Mahmoud Shaker 

 Challenge & Selection : 

 I am a learning manager and I selected the storytelling tool to on - board our business   partners and learners to implement our L&D strategy and the new ways of learning . 

 In our company , employees are reluctant to use e - learning , they are much more   comfortable with face to face training . At the same time , change is accelerating ; full   day(s ) available for face to face training is shrinking and digital learning is spreading   offering much more opportunities than the classical e - learning . 

 The challenge is to modify the way we organize our learning model and to make sure   the trainings we deliver are more efficient , are more connected to the day to day   business , adaptable to the size and rhythm of our learners and are a direct leverage   in the upskilling . 

 Application : 

 I had to meet a business partner that was reluctant and refused to modify the existing   learning program ( on technical expertise ) that was built with her team and delivered   to other teams , especially new comers . 

 During the interview I had with the manager , I understood that his reluctance was   based on the believe that theoretical training was key to on - board new comers and to   make sure that everyone was aligned in terms of knowledge . It was more comfortable   for him to know that all the new comers had the same trainings even if at the end of   the training it meant that they did n’t learn anything , or not enough compared to the   amount of time spent in the training classroom . 

 On the other hand , the feedbacks we had on this training program were not very   good . 

 -   trainees complained about the content who was too theoretical for a part and   there was not enough time for practice , 

 -   their managers complained that the trainings were too long ( 2/3 days in a row )   and that trainees were not autonomous when they came back from their   training 

 -   and tutors ( who trained the new comers on the job ) were uncomfortable since   they sometimes needed to train the new comer on the job , the face to face   training not being delivered when needed ( we need to have at least 6 new   comers to organize a training ) so , they had to fill in the blanks on their own . 

 Insight and approach : 

 Clearly a presentation of the L&D strategy through the power point slides was not   going to do the job and I had to translate the concepts into a story that made sense   to the business partner I was meeting . 

 I shared the story of a technical quiz on theoretical knowledge that we launched   recently on two groups of people , new comers and seniors in the company . The   results were not what we expect for both groups . 

 The group of new comers ( before training ) had a similar or even a better score   compared to the seniors who were god performers in their job ! When we analyzed   the results we realized that the knowledge on which the quiz was built by a few   experts was not really useful for the job and furthermore those new comers already   acquired this kind of knowledge during their studies . 

 I was able to convince him to try through a pilot a similar approach and also   convinced him to work closer with the tutors of his team to make sure of the efficiency   of the trainings delivered in terms of content , length and rhythm of upskilling . 

 This course was very useful to me , to on - board our business partners in changing the   ways of learning into more modern ways using also the visualization or the learning   launch tools .
### Output: 