Storytelling for Stakeholder alignment 

 Challenge 

 I lead a team of 50 + people and we are an inhouse shared service team for finance planning and analysis   for the busines . We have been traditionally organized exactly like the business . - If there is a business   group A , we have a team for A , within A if there is a sub - group AA , we took have a sub - team within A for   AA . We saw that the work distribution was not equitable- there were sharp peaks and valleys . Some   people were burning the midnight oil while some had large periods of nil activity . Also , we observed that   the same things were being done in multiple formats across teams . It was imperative that we re- organize ourselves , so that we could rationalize resource allocation , standardize work , remove   duplication and replicate best practices . The challenge was to first make this re - organization and then   get alignment from the business and from our own people that this is the best thing to do . Also , we   were moving into the unknown- will this org design work or blow up in our face ? 

 Selection 

 We collected all data- people 's day jobs , number of hours , graphically represented the peaks and   valleys . We mind - mapped an organization design which would be completely functional- for example if   there is an Activity X , 1 person would do it for all businesses . That we figured is the ideal state we   wanted to be- our wow state . But then the practical problems started showing up- the penetration was   not equivalent across domains , meaning an activity X was not done to the same extent for all   businesses . To take this to a workable state , we decided to start with small changes- only people   managers to be functional , individuals remained business aligned . We built a story around better service   delivery to the business and better career development for the people . We spoke to each business   leader , pointed out what great things ( example touchless digital reporting on cost ) we were doing for   the other businesses and how this new structure will enable them to take advantage of the skills of our   people and make themselves digitally savvy or obtain insights for decision making . Next was to socialize   it with our internal team- we told them about the enhancement of their portfolio , increased learning   about other parts of the business , becoming a Center of Excellence in a function . 

 Insight 

 Any number of facts and figures about people 's disproportionate engagement would not have enabled   us to get this Re - org done amicably . Its the story we built on " what 's in it for me " . Different stories for   different sets of people . Everyone felt involved and gave us their views and suggestions which helped in   making a more robust organization , since people felt invested in the success of this re - org 

 Approach 

 We spent a lot of time in the initial stages just playing with the data , visualizing it in various ways ,   assuming that this is what we needed to present to make our stakeholders understand . I will use the   same tool of story - telling , but sooner . 


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: Storytelling for Stakeholder alignment 

 Challenge 

 I lead a team of 50 + people and we are an inhouse shared service team for finance planning and analysis   for the busines . We have been traditionally organized exactly like the business . - If there is a business   group A , we have a team for A , within A if there is a sub - group AA , we took have a sub - team within A for   AA . We saw that the work distribution was not equitable- there were sharp peaks and valleys . Some   people were burning the midnight oil while some had large periods of nil activity . Also , we observed that   the same things were being done in multiple formats across teams . It was imperative that we re- organize ourselves , so that we could rationalize resource allocation , standardize work , remove   duplication and replicate best practices . The challenge was to first make this re - organization and then   get alignment from the business and from our own people that this is the best thing to do . Also , we   were moving into the unknown- will this org design work or blow up in our face ? 

 Selection 

 We collected all data- people 's day jobs , number of hours , graphically represented the peaks and   valleys . We mind - mapped an organization design which would be completely functional- for example if   there is an Activity X , 1 person would do it for all businesses . That we figured is the ideal state we   wanted to be- our wow state . But then the practical problems started showing up- the penetration was   not equivalent across domains , meaning an activity X was not done to the same extent for all   businesses . To take this to a workable state , we decided to start with small changes- only people   managers to be functional , individuals remained business aligned . We built a story around better service   delivery to the business and better career development for the people . We spoke to each business   leader , pointed out what great things ( example touchless digital reporting on cost ) we were doing for   the other businesses and how this new structure will enable them to take advantage of the skills of our   people and make themselves digitally savvy or obtain insights for decision making . Next was to socialize   it with our internal team- we told them about the enhancement of their portfolio , increased learning   about other parts of the business , becoming a Center of Excellence in a function . 

 Insight 

 Any number of facts and figures about people 's disproportionate engagement would not have enabled   us to get this Re - org done amicably . Its the story we built on " what 's in it for me " . Different stories for   different sets of people . Everyone felt involved and gave us their views and suggestions which helped in   making a more robust organization , since people felt invested in the success of this re - org 

 Approach 

 We spent a lot of time in the initial stages just playing with the data , visualizing it in various ways ,   assuming that this is what we needed to present to make our stakeholders understand . I will use the   same tool of story - telling , but sooner .
### Output: 