Example Reflection – Storytelling 

 Challenges & Selection : 

 Human knowledge is based on stories and the human brain consists of cognitive machinery   necessary to understand , remember and tell stories . Humans are storytelling organisms that both   individually and socially , lead storied lives . Stories mirror human thought as humans think in   narrative structures and most often remember facts in story form . Facts can be understood as   smaller versions of a larger story , thus storytelling can supplement analytical thinking . Storytelling   is a great art to make people understand the reality of life .   I often work with bright leaders to   understand their way of working across industry segments . I have seen lot of similarities among   the leaders on the way of working style ( i.e. Planning , Organizing , Staffing , Co - ordinating ,   Controlling etc . ) but recently I found that Emotional Intelligence ( EI ) is a non - negotiable   competence in today ’s leaders . Some research shows that IQ can help you to be successful to   the extent of 20 % whereas rest 80 % success depends on EQ . Happiness , fear , anger ,   frustration , shame , love , enjoyment , sadness , surprise , anxiety , failure , achievement etc . are   various emotions in human life and EI has two dimensions – ( 1 ) Physiological Side & ( 2 )   Psychological Side . EI has been recognized by the World Economic Forum as one of the 10 key   skills for leaders in 2020 . This was n’t appearing as top 10 key skills for managers in 2015.I have   done a survey across various organizations and found that some executive has fail to work well   in a team environment , not handle change efficiently in the organization and gradually develops   poor interpersonal communication and relation due to low EI . Basically , Emotional Intelligence   ( EI ) , also known as Emotional Intelligence Quotient ( EQ ) , is a term that describes the ability ,   capacity or skill to identify access and manage the emotions of one ’s self of others , and of   groups . There are four components of EI – ( I ) Self Awareness ( II ) Self - Management , ( III ) Social   Awareness & ( IV ) Relationship Management . I am going to narrate a story about a newly hired   Sales Manager for a top ranking sales company and how proper emotional intelligence mapping   helped him grow in his new assignment . Here the challenges were to extract performance from a   large team . 

 Application : 

 Mr. Sarkar was hired by a top ranking MNC company to be as Sales Manager . He was bright ,   hardworking and intelligent , physiologically fit , had an MBA degree from a reputed college with   92 % marks and excelled at the training program too . 

 Yet , just after 7 months on the job , he was failing and company management was ready to fire   him . What happened .. ? Why did he fail despite having a brilliant academic career and decent   track record … ? 

 The answer was his emotional Intelligence did not fit for the job . 

 He was non - assertive , indecisive , too tolerant , very poor communicator , non - reactive , poor   manager of his boss and subordinate and could n’t face problems as they appeared . As a result   his subordinate did a poor job in Sales , not able to manage customers and fail to get the required   support from other internal stakeholders . 

 Then HR team has taken the challenge to make Mr. Sarkar and his team as one of the   performing team within 2 quarters time frame as the deficiencies was found in the area of EI . 

 Insight & Approach : 

 Phase – 1 : 

 One - on - One interview were conducted with Mr. Sarkar , Mr. Sarkar ’s immediate reporting &   departmental HR Head of that company to know the current scenario of Mr. Sarkar and his   team ’s current Goals & Objectives , Dependencies on other teams , major challenges in the   current scenario . 

 Then HR Head independently did a brainstorming session along with the team members of Mr.   Sarkar on below parameters : 

 1 . What does Mr. Sarkar start doing immediately ?   2 . What does Mr.   Sarkar stop doing immediately ?    3 . What does Mr. Sarkar continue doing ?   4 . What are the top 4 priorities of this team to be successful immediately ? 

 Then HR was conducting a personal EQ Meter Assessment test for Mr. Sarkar , an online   assessment tool to access 15 emotional intelligence competencies ; followed by individual   feedback session based on test score and various feedback received .   Based on the feedback   Mr. Sarkar has jotted down the plans to start , stop and continue activities that is in line with the EI   strength of Mr. Sarkar . Through these activities now Mr. Sarkar is aware about his positive traits   and as well as the points which are detrimental for his success . Major negative feedback about   Mr. Sarkar was lack of awareness and lack of control over team & information flow from various   stakeholders . 

 Phase -2 : 

 One month after the above mentioned workshop , Mr. Sarkar and his team underwent a coaching   session where Mr. Sarkar has to present the progress of his team ’s development plan based on   the feedback received in the earlier workshop . Every team member has to share their PEQM   ( Personal EQ Meter ) and received feedback accordingly in this workshop . One Mentor has   assigned from a different team to judge the progress of Mr. Sarkar and his team based on PEQM   result and outcome . Mr. Sarkar and his team became the best performing team within 6 months   after adopting the practices that were prescribed in the workshops . 

 Finally HR team has reported to the management that through the various workshops on EI and   their constant intervention , HR team were able to help the managers become more accepting of   cultural diversities through regular and effective communication , higher tolerance and forming   more open and trusting work relationships and improves the efficiency of managers and thereby   productivity of the whole team . Emotional intelligence is non - negotiable competence at the senior   levels of the organization because of the impact that the leaders have on their teams and the   culture of the organization . 


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: Example Reflection – Storytelling 

 Challenges & Selection : 

 Human knowledge is based on stories and the human brain consists of cognitive machinery   necessary to understand , remember and tell stories . Humans are storytelling organisms that both   individually and socially , lead storied lives . Stories mirror human thought as humans think in   narrative structures and most often remember facts in story form . Facts can be understood as   smaller versions of a larger story , thus storytelling can supplement analytical thinking . Storytelling   is a great art to make people understand the reality of life .   I often work with bright leaders to   understand their way of working across industry segments . I have seen lot of similarities among   the leaders on the way of working style ( i.e. Planning , Organizing , Staffing , Co - ordinating ,   Controlling etc . ) but recently I found that Emotional Intelligence ( EI ) is a non - negotiable   competence in today ’s leaders . Some research shows that IQ can help you to be successful to   the extent of 20 % whereas rest 80 % success depends on EQ . Happiness , fear , anger ,   frustration , shame , love , enjoyment , sadness , surprise , anxiety , failure , achievement etc . are   various emotions in human life and EI has two dimensions – ( 1 ) Physiological Side & ( 2 )   Psychological Side . EI has been recognized by the World Economic Forum as one of the 10 key   skills for leaders in 2020 . This was n’t appearing as top 10 key skills for managers in 2015.I have   done a survey across various organizations and found that some executive has fail to work well   in a team environment , not handle change efficiently in the organization and gradually develops   poor interpersonal communication and relation due to low EI . Basically , Emotional Intelligence   ( EI ) , also known as Emotional Intelligence Quotient ( EQ ) , is a term that describes the ability ,   capacity or skill to identify access and manage the emotions of one ’s self of others , and of   groups . There are four components of EI – ( I ) Self Awareness ( II ) Self - Management , ( III ) Social   Awareness & ( IV ) Relationship Management . I am going to narrate a story about a newly hired   Sales Manager for a top ranking sales company and how proper emotional intelligence mapping   helped him grow in his new assignment . Here the challenges were to extract performance from a   large team . 

 Application : 

 Mr. Sarkar was hired by a top ranking MNC company to be as Sales Manager . He was bright ,   hardworking and intelligent , physiologically fit , had an MBA degree from a reputed college with   92 % marks and excelled at the training program too . 

 Yet , just after 7 months on the job , he was failing and company management was ready to fire   him . What happened .. ? Why did he fail despite having a brilliant academic career and decent   track record … ? 

 The answer was his emotional Intelligence did not fit for the job . 

 He was non - assertive , indecisive , too tolerant , very poor communicator , non - reactive , poor   manager of his boss and subordinate and could n’t face problems as they appeared . As a result   his subordinate did a poor job in Sales , not able to manage customers and fail to get the required   support from other internal stakeholders . 

 Then HR team has taken the challenge to make Mr. Sarkar and his team as one of the   performing team within 2 quarters time frame as the deficiencies was found in the area of EI . 

 Insight & Approach : 

 Phase – 1 : 

 One - on - One interview were conducted with Mr. Sarkar , Mr. Sarkar ’s immediate reporting &   departmental HR Head of that company to know the current scenario of Mr. Sarkar and his   team ’s current Goals & Objectives , Dependencies on other teams , major challenges in the   current scenario . 

 Then HR Head independently did a brainstorming session along with the team members of Mr.   Sarkar on below parameters : 

 1 . What does Mr. Sarkar start doing immediately ?   2 . What does Mr.   Sarkar stop doing immediately ?    3 . What does Mr. Sarkar continue doing ?   4 . What are the top 4 priorities of this team to be successful immediately ? 

 Then HR was conducting a personal EQ Meter Assessment test for Mr. Sarkar , an online   assessment tool to access 15 emotional intelligence competencies ; followed by individual   feedback session based on test score and various feedback received .   Based on the feedback   Mr. Sarkar has jotted down the plans to start , stop and continue activities that is in line with the EI   strength of Mr. Sarkar . Through these activities now Mr. Sarkar is aware about his positive traits   and as well as the points which are detrimental for his success . Major negative feedback about   Mr. Sarkar was lack of awareness and lack of control over team & information flow from various   stakeholders . 

 Phase -2 : 

 One month after the above mentioned workshop , Mr. Sarkar and his team underwent a coaching   session where Mr. Sarkar has to present the progress of his team ’s development plan based on   the feedback received in the earlier workshop . Every team member has to share their PEQM   ( Personal EQ Meter ) and received feedback accordingly in this workshop . One Mentor has   assigned from a different team to judge the progress of Mr. Sarkar and his team based on PEQM   result and outcome . Mr. Sarkar and his team became the best performing team within 6 months   after adopting the practices that were prescribed in the workshops . 

 Finally HR team has reported to the management that through the various workshops on EI and   their constant intervention , HR team were able to help the managers become more accepting of   cultural diversities through regular and effective communication , higher tolerance and forming   more open and trusting work relationships and improves the efficiency of managers and thereby   productivity of the whole team . Emotional intelligence is non - negotiable competence at the senior   levels of the organization because of the impact that the leaders have on their teams and the   culture of the organization .
### Output: 