LEARNING LAUNCH     Challenge   Our company is specialised in tailored wealth management solutions for rich individuals   provided through our business partners ( B2B ) . We identified that the onboarding process for   new clients was taking too long and was quite costly . Many of our clients have indeed   complex life situations which involves a lot of legal research and a lot of parties ( lawyers ,   inhouse wealth planners , etc . ) . This resulted in a long onboarding process and impacted   negatively on the company ’s margins for each case . The speed of conversion for a client was   also dependent on the economical and political context : in countries or times of uncertainty ,   potential clients would be less enclined to invest into wealth management solutions and would   then often postpone or delay their investment . Competition was also tough on pricing putting   an additional pressure on margins .    The challenge was therefore the following : to what extent could we speed up the onboarding   process , minimise its cost to preserve our margins and at the same time maximise conversion ?    Was there any way or any situations where we could simplify our onboarding so that it   becomes a competitive advantage rather than a painful point ?     Approach & tool selection   During the exploration phase , we identified a target group made of our key business partners   ( 4 in total ) . All these key business partners were financial advisors based in the UK and in the   Nordic countries . Their clients were international clients -from millenials to 55 + - who had   made their fortune as entrepreneurs .      Internally , we defined a team of 6 people max . , all coming from different departments and   with different levels of seniority . The objectives of the team were as follows :   1 ) meet and observe our key partners as they were having meetings with potential clients .   It was all about listening , observing and understanding interactions between the client   and the business partners .    2 ) lead individual interviews with these partners to understand their expectations , the   obstacles they faced and their potential frustrations when trying to onboard   potential   clients with us .   3 ) Lead individual interviews with some of the potential clients to understand their   expectations and objectives .   4 ) Identify and draw on a white wall the current internal onboarding workflow   5 ) Identify our key / mandatory legal and compliance requirements related to our   onboarding process .     Insights   The insights that were gathered as a result of the exploration phase were quite meaningful .   • The application form to fill in by a new client during the onboarding phase had not   less than 150 pages !   • In average our internal onboarding process took 5,2 months and involved between 6 to   8 teams .   • Our clients are often busy entrepreneurs who have little time and little interest in   searching for the best alternative for their wealth . Instead they prefer to rely on their   financial adviser . They have even less interest in all the admin required when putting   in place such solutions .   • For our clients human interaction is important when contracting a wealth management   solution . They want to get rid of the administrative burden but also want a face , a   name and some human advise when securing their solution . 

 Opportunity   During our brainstorming sessions , with all these data and insights available , it became   obvious that digital could help solving our problem . The route we decided to take was to   develop an onboarding application dedicated to our business partners so they can use it to fill   in all the clients details required for the onboarding .    • We gathered a team of developers internally who would fully focus on this application   over a 5 - week cycle . The cycle would compose of 5 sprints of 7 days with the   objective to convert the 150 - page application form into an easy - to - use , user - friendly   and compliant application for our business partners .      • Once ready , we approached our 4 key partners again so they could use and test the   application on their clients over another 4 - week cycle .      Feedback from learning launch   The feedback we received was very positive . Partners adopted the application in its early   version quite rapidely .    • Frustrations from our partners during the initial onboarding phase were significantly   reduced as they now got full visibility online over the progress of the case for a   specific client . During the 4 weeks when our key partners used the app , queries to our   services team related to onboarding dropped by 30 %     • By using the app , our partners realised they could spend more quality time with their   clients , advising them , listening to them . Filling in the application form was no longer   seen as time consuming and heavy task .   • Simply taking the paper app . form into the app was not sufficient . What was important   for our partners to be able to fill in the form online in a user - friendly manner was to   have a light and compact version of the text , in the language of their client . We could   not just copy the text from our application form and paste it online ; the content had to   be totally twisted and reviewed so it fits the screen of an ipad and delivers a great user   experience on an ipad .   • Intuitivity , user - friendliness of the app were key and would contribute in giving us the   competitive advantage we were looking for , bearing in mind that none else on the   market had delivered such an application for their partners so far . Fast time - to - market   was crucial .        Prospects   The application was finally launched to the market only a few weeks later so our competition   did not have the time to catch up on our developments . The overall implementation of this   application from exploration to implementation took less than 15 weeks .   Following all the insights gathered during the learning launch , we decided to focus the app on   cases and clients whose situations was relatively straightforward . These straightforward cases   called “ plain vanilla ” in our jargon were those who could easily benefit from our digital move   and which could also maximise our margins during the onboarding .    Onboarding for complex cases turned more difficult to fully automate online . However    approx . half of the process could be fully digitalised , leading to significant savings on   administrative work , time and cost during the onboarding . 


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: LEARNING LAUNCH     Challenge   Our company is specialised in tailored wealth management solutions for rich individuals   provided through our business partners ( B2B ) . We identified that the onboarding process for   new clients was taking too long and was quite costly . Many of our clients have indeed   complex life situations which involves a lot of legal research and a lot of parties ( lawyers ,   inhouse wealth planners , etc . ) . This resulted in a long onboarding process and impacted   negatively on the company ’s margins for each case . The speed of conversion for a client was   also dependent on the economical and political context : in countries or times of uncertainty ,   potential clients would be less enclined to invest into wealth management solutions and would   then often postpone or delay their investment . Competition was also tough on pricing putting   an additional pressure on margins .    The challenge was therefore the following : to what extent could we speed up the onboarding   process , minimise its cost to preserve our margins and at the same time maximise conversion ?    Was there any way or any situations where we could simplify our onboarding so that it   becomes a competitive advantage rather than a painful point ?     Approach & tool selection   During the exploration phase , we identified a target group made of our key business partners   ( 4 in total ) . All these key business partners were financial advisors based in the UK and in the   Nordic countries . Their clients were international clients -from millenials to 55 + - who had   made their fortune as entrepreneurs .      Internally , we defined a team of 6 people max . , all coming from different departments and   with different levels of seniority . The objectives of the team were as follows :   1 ) meet and observe our key partners as they were having meetings with potential clients .   It was all about listening , observing and understanding interactions between the client   and the business partners .    2 ) lead individual interviews with these partners to understand their expectations , the   obstacles they faced and their potential frustrations when trying to onboard   potential   clients with us .   3 ) Lead individual interviews with some of the potential clients to understand their   expectations and objectives .   4 ) Identify and draw on a white wall the current internal onboarding workflow   5 ) Identify our key / mandatory legal and compliance requirements related to our   onboarding process .     Insights   The insights that were gathered as a result of the exploration phase were quite meaningful .   • The application form to fill in by a new client during the onboarding phase had not   less than 150 pages !   • In average our internal onboarding process took 5,2 months and involved between 6 to   8 teams .   • Our clients are often busy entrepreneurs who have little time and little interest in   searching for the best alternative for their wealth . Instead they prefer to rely on their   financial adviser . They have even less interest in all the admin required when putting   in place such solutions .   • For our clients human interaction is important when contracting a wealth management   solution . They want to get rid of the administrative burden but also want a face , a   name and some human advise when securing their solution . 

 Opportunity   During our brainstorming sessions , with all these data and insights available , it became   obvious that digital could help solving our problem . The route we decided to take was to   develop an onboarding application dedicated to our business partners so they can use it to fill   in all the clients details required for the onboarding .    • We gathered a team of developers internally who would fully focus on this application   over a 5 - week cycle . The cycle would compose of 5 sprints of 7 days with the   objective to convert the 150 - page application form into an easy - to - use , user - friendly   and compliant application for our business partners .      • Once ready , we approached our 4 key partners again so they could use and test the   application on their clients over another 4 - week cycle .      Feedback from learning launch   The feedback we received was very positive . Partners adopted the application in its early   version quite rapidely .    • Frustrations from our partners during the initial onboarding phase were significantly   reduced as they now got full visibility online over the progress of the case for a   specific client . During the 4 weeks when our key partners used the app , queries to our   services team related to onboarding dropped by 30 %     • By using the app , our partners realised they could spend more quality time with their   clients , advising them , listening to them . Filling in the application form was no longer   seen as time consuming and heavy task .   • Simply taking the paper app . form into the app was not sufficient . What was important   for our partners to be able to fill in the form online in a user - friendly manner was to   have a light and compact version of the text , in the language of their client . We could   not just copy the text from our application form and paste it online ; the content had to   be totally twisted and reviewed so it fits the screen of an ipad and delivers a great user   experience on an ipad .   • Intuitivity , user - friendliness of the app were key and would contribute in giving us the   competitive advantage we were looking for , bearing in mind that none else on the   market had delivered such an application for their partners so far . Fast time - to - market   was crucial .        Prospects   The application was finally launched to the market only a few weeks later so our competition   did not have the time to catch up on our developments . The overall implementation of this   application from exploration to implementation took less than 15 weeks .   Following all the insights gathered during the learning launch , we decided to focus the app on   cases and clients whose situations was relatively straightforward . These straightforward cases   called “ plain vanilla ” in our jargon were those who could easily benefit from our digital move   and which could also maximise our margins during the onboarding .    Onboarding for complex cases turned more difficult to fully automate online . However    approx . half of the process could be fully digitalised , leading to significant savings on   administrative work , time and cost during the onboarding .
### Output: 