Challenge 

 I worked as a commercial consultant for a major group of cosmetic franchises 

 in Brazil , market leader and with more than 3700 stores in the country . My role was to   manage 6 large franchise networks for this franchisor ( around 60 stores ) , being   responsible for sales results , marketing , inventory management , excellence program   and auditing standards established by the franchisor . The study will take place in one   of the networks composed of 17 stores that started to show a drop in sales , a drop in   the quality of sales and a high turnover of employees in 2016 . It´s important to say that   in this year the country was in severe economic recession and almost all retailers were   facing drop in sales . In this example the drop of sales and productivity was being much   higher then other stores in the region . Several approaches were tried to improve the   performance of the team as : training , sales incentives , awards , but nothing was   reversing the poor results . 

 Selection 

 After several meetings and data gathering with the company 's board of 

 directors , managers and salespeople , face - to - face monitoring and comparative studies   it was decided to try the the learning launch tool so that new actions could be quickly   tested in some of the group 's stores to measure which actions would help to improve   the results . I will describe the idea that best worked from these various tests . 

 Application 

 To begin the project , we conducted an unidentified satisfaction survey with all 

 employees engaged in sales using the Google Forms , and the results showed us that   they were pleased with their salary , the benefits provided by the company , and the   training they received . The downside was they did not have a vision of their role in the   organization , they did not feel heard by their managers and did not have a clear vision   of the company 's goals . 

 In the first learning launch , we selected 3 stores from the 17 of the group , one 

 in a shopping mall , one on the street and another inside a supermarket . And we   developed a daily sales process that consisted of a 7 - minute morning meeting between   the manager and the sellers for the goals that the store should have that day ( sales   target , items per ticket , average purchase value , sales per rep ) and a daily motivational   message . At the end of the day a new meeting presenting the results achieved and   together ,   registered   the   positive   and   negative   points   of   that   day . 

 This routine was maintained throughout the Project . 

 In the second learning launch , we collected the daily information from these 3 

 stores and held a quick weekly planning meeting on Saturday morning where the   expectations and results of the past week were presented and reviewed the difficulties   and positives points of the week . With this , each salesperson could suggest   improvement actions , share best practices among the sellers and manager , and seek   together   solutions   for   the   difficulties   of   the   week . 

 This routine was maintained throughout the Project . 

 In the third learning launch , the managers performed a meeting in the 

 company 's headquarters , with the other managers and the board , presented the material 

 of the weekly meetings and looked for the best way to respond to the suggestions of   the sellers to facilitate the achievement of results . Eg , have more stock , having a   discounted item to encourage the customer , more products for demonstration ,   experimentations at the store door , etc . 

 Insight 

 Applying the tool , we observed a significant improvement in the results of 

 these stores compared to the other stores in the group . And redoing the satisfaction   survey 3 months later isolating these stores from the others , the points of dissatisfaction   were all softened in relation to the others . Looking at the descriptive questions of the   survey , it was noted that the sellers now felt heard and supplied with the tools to do   their job better , had the support of their managers and the company that they needed ,   and were more clearly able to identify their role within the organization . By closing   the plan with the company 's board of directors , we came to the conclusion that the   team had the need to be heard and feel an important part within the company . They   also noted that actions to increase sales are more effective when they depart from the   team ( which is closer to the customer ) toward the board ( which makes the decisions )   or Bottom - up compared to the previous top - down model . Now the team of these stores   are much more engaged , productive and happy with the work , presenting much better   results than the other stores in the group . In the months that have passed , this process   has been remodeled and applied to all stores in the group as a standard process . This   year , until I left the company , the turn over had been reduced and the results were still   good even with the economic crisis that is occurring the country . The company 's   directors have adopted satisfaction research as the primary tool for working with all   its employees and several leraning launches have been applied in all sectors of the   company because of its low cost and deployment , fast payback and facility of   application . 

 Approach 

 Design thinking activities are great tools for improving results and solving 

 problems in companies . As an improvement , in the next projects using the learning   launch , I will seek in addition to the electronic research , to perform a face - to - face   dynamics with more involved , for example , in this process , to involve some managers   and sellers in the strategy formulation meeting to have the insight of all involved since   the beginning of the project . Another point that we observed , we had many doubts of   the employees not involved in the project about the meetings that some stores were   having and why others where not . For the next projects , I will work better the   disclosure of the actions that occur in the company to be more transparent and   effective , thus avoid generating doubts within the company employees . 


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: Challenge 

 I worked as a commercial consultant for a major group of cosmetic franchises 

 in Brazil , market leader and with more than 3700 stores in the country . My role was to   manage 6 large franchise networks for this franchisor ( around 60 stores ) , being   responsible for sales results , marketing , inventory management , excellence program   and auditing standards established by the franchisor . The study will take place in one   of the networks composed of 17 stores that started to show a drop in sales , a drop in   the quality of sales and a high turnover of employees in 2016 . It´s important to say that   in this year the country was in severe economic recession and almost all retailers were   facing drop in sales . In this example the drop of sales and productivity was being much   higher then other stores in the region . Several approaches were tried to improve the   performance of the team as : training , sales incentives , awards , but nothing was   reversing the poor results . 

 Selection 

 After several meetings and data gathering with the company 's board of 

 directors , managers and salespeople , face - to - face monitoring and comparative studies   it was decided to try the the learning launch tool so that new actions could be quickly   tested in some of the group 's stores to measure which actions would help to improve   the results . I will describe the idea that best worked from these various tests . 

 Application 

 To begin the project , we conducted an unidentified satisfaction survey with all 

 employees engaged in sales using the Google Forms , and the results showed us that   they were pleased with their salary , the benefits provided by the company , and the   training they received . The downside was they did not have a vision of their role in the   organization , they did not feel heard by their managers and did not have a clear vision   of the company 's goals . 

 In the first learning launch , we selected 3 stores from the 17 of the group , one 

 in a shopping mall , one on the street and another inside a supermarket . And we   developed a daily sales process that consisted of a 7 - minute morning meeting between   the manager and the sellers for the goals that the store should have that day ( sales   target , items per ticket , average purchase value , sales per rep ) and a daily motivational   message . At the end of the day a new meeting presenting the results achieved and   together ,   registered   the   positive   and   negative   points   of   that   day . 

 This routine was maintained throughout the Project . 

 In the second learning launch , we collected the daily information from these 3 

 stores and held a quick weekly planning meeting on Saturday morning where the   expectations and results of the past week were presented and reviewed the difficulties   and positives points of the week . With this , each salesperson could suggest   improvement actions , share best practices among the sellers and manager , and seek   together   solutions   for   the   difficulties   of   the   week . 

 This routine was maintained throughout the Project . 

 In the third learning launch , the managers performed a meeting in the 

 company 's headquarters , with the other managers and the board , presented the material 

 of the weekly meetings and looked for the best way to respond to the suggestions of   the sellers to facilitate the achievement of results . Eg , have more stock , having a   discounted item to encourage the customer , more products for demonstration ,   experimentations at the store door , etc . 

 Insight 

 Applying the tool , we observed a significant improvement in the results of 

 these stores compared to the other stores in the group . And redoing the satisfaction   survey 3 months later isolating these stores from the others , the points of dissatisfaction   were all softened in relation to the others . Looking at the descriptive questions of the   survey , it was noted that the sellers now felt heard and supplied with the tools to do   their job better , had the support of their managers and the company that they needed ,   and were more clearly able to identify their role within the organization . By closing   the plan with the company 's board of directors , we came to the conclusion that the   team had the need to be heard and feel an important part within the company . They   also noted that actions to increase sales are more effective when they depart from the   team ( which is closer to the customer ) toward the board ( which makes the decisions )   or Bottom - up compared to the previous top - down model . Now the team of these stores   are much more engaged , productive and happy with the work , presenting much better   results than the other stores in the group . In the months that have passed , this process   has been remodeled and applied to all stores in the group as a standard process . This   year , until I left the company , the turn over had been reduced and the results were still   good even with the economic crisis that is occurring the country . The company 's   directors have adopted satisfaction research as the primary tool for working with all   its employees and several leraning launches have been applied in all sectors of the   company because of its low cost and deployment , fast payback and facility of   application . 

 Approach 

 Design thinking activities are great tools for improving results and solving 

 problems in companies . As an improvement , in the next projects using the learning   launch , I will seek in addition to the electronic research , to perform a face - to - face   dynamics with more involved , for example , in this process , to involve some managers   and sellers in the strategy formulation meeting to have the insight of all involved since   the beginning of the project . Another point that we observed , we had many doubts of   the employees not involved in the project about the meetings that some stores were   having and why others where not . For the next projects , I will work better the   disclosure of the actions that occur in the company to be more transparent and   effective , thus avoid generating doubts within the company employees .
### Output: 