Final assignment_STORYTELLING     Design Thinking for Innovation 

 Challenge 

 In 2016 , in the company where I currently work , we realized that there was a quantifiable and   historical problem : there were few women in management positions and that meant that as   an organization we were far from parity . In addition , it also meant that we had wasted talent ,   that we were depriving ourselves of innovative ideas , improved profitability and   representation of the highest percentage of our clients : women . It was difficult for us to   verbalize and quantify the problem , but once identified , the most difficult thing was to   understand how we could solve it , knowing that the solution would be in the medium and long   term and that to achieve it we needed to listen the women who were managers , to   understand their experiences during your career . 

 For this reason , in 2016 the 80 women who held management positions in the company were   selected , and they were asked to hold a 2 - day focus group to find out what obstacles and   levers they had encountered in their professional development in the company . 

 Selection 

 It was the first time that the 80 female directors of the company had gathered in the same   room and , although most of them felt excited by the meeting and found it very promising ,   there was also a tense atmosphere in which none of them felt empowered enough to share   her personal experience . 

 And this is when the tool we used comes in : storytelling . 

 The meeting was led by the female manager who had been assigned the goal of increasing the   percentage of female executives in the company in the next 5 years . And it was she who we   advised to open the session by telling her personal story at the company . 

 Application 

 The female manager began by explaining all the benefits of her professional development in   the company since she entered 20 years ago until now . After about 5 minutes of explanation ,   she said the following : but what about the things we never say because sometimes we do n't   even realize it ? And from there she began to mention all those moments in which she had felt   that , being a woman , she had had more difficulties to advance professionally : when her boss   had interpreted that because she was a mother she would not want to go on that business   trip , when to She had n't been promoted because she did n't have so many things in common   with her boss , when she had given up raising her hand or speaking at a meeting , when she   had n't been able to present herself for a position of more responsibility ... 

 Once she finished her story , we separated the 80 women into 10 groups of 8 , and we   encouraged each of them to mention moments in her professional career where she had had   difficulties . Encouraged by the story of the first female manager and by those of the rest , all   women empathized with each other and felt part of a group , part of a generation of unique   women capable of changing how much they wanted . They told their stories , came together ,   and together they found common patterns . 

 Final assignment_STORYTELLING     Design Thinking for Innovation 

 Insight 

 With the material from all the stories collected , we were able to design the journey of women   in the company and develop an action plan to address those moments and situations that   prevented more women from reaching management roles . Those processes and situations that   were positive were also detected . 

 In 2017 we brought together all the directives participating in the focus group and we showed   them the results of the analysis of the information based on their personal stories that we   collected and processed from the first meeting . 

 As a result , the women executives devised a new great initiative : a diversity program in the   company , in which the top management was involved , that would work to promote gender   equality and diversity with specific actions and with a clear objective : to achieve parity in   company management . 

 The program was created in 2018 and currently continues , with more than 40 projects   underway and with new objectives included in the organization 's strategic plan . 

 Approach 

 In future situations such as the one described , apart from storytelling , we would like to use   other design thinking tools such as mind mapping , because in the sessions held with female   managers , we lacked some techniques to encourage their creativity and pooling of ideas . For   the subsequent analysis of the stories that all of them told in the groups in the first meeting ,   we would have done very well if the storytelling had been reinforced with some other tool , but   it is true that the result was splendid and we are very proud to have been able to know their   experiences in such a personal and intimate way to be able to solve an important problem . 


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: Final assignment_STORYTELLING     Design Thinking for Innovation 

 Challenge 

 In 2016 , in the company where I currently work , we realized that there was a quantifiable and   historical problem : there were few women in management positions and that meant that as   an organization we were far from parity . In addition , it also meant that we had wasted talent ,   that we were depriving ourselves of innovative ideas , improved profitability and   representation of the highest percentage of our clients : women . It was difficult for us to   verbalize and quantify the problem , but once identified , the most difficult thing was to   understand how we could solve it , knowing that the solution would be in the medium and long   term and that to achieve it we needed to listen the women who were managers , to   understand their experiences during your career . 

 For this reason , in 2016 the 80 women who held management positions in the company were   selected , and they were asked to hold a 2 - day focus group to find out what obstacles and   levers they had encountered in their professional development in the company . 

 Selection 

 It was the first time that the 80 female directors of the company had gathered in the same   room and , although most of them felt excited by the meeting and found it very promising ,   there was also a tense atmosphere in which none of them felt empowered enough to share   her personal experience . 

 And this is when the tool we used comes in : storytelling . 

 The meeting was led by the female manager who had been assigned the goal of increasing the   percentage of female executives in the company in the next 5 years . And it was she who we   advised to open the session by telling her personal story at the company . 

 Application 

 The female manager began by explaining all the benefits of her professional development in   the company since she entered 20 years ago until now . After about 5 minutes of explanation ,   she said the following : but what about the things we never say because sometimes we do n't   even realize it ? And from there she began to mention all those moments in which she had felt   that , being a woman , she had had more difficulties to advance professionally : when her boss   had interpreted that because she was a mother she would not want to go on that business   trip , when to She had n't been promoted because she did n't have so many things in common   with her boss , when she had given up raising her hand or speaking at a meeting , when she   had n't been able to present herself for a position of more responsibility ... 

 Once she finished her story , we separated the 80 women into 10 groups of 8 , and we   encouraged each of them to mention moments in her professional career where she had had   difficulties . Encouraged by the story of the first female manager and by those of the rest , all   women empathized with each other and felt part of a group , part of a generation of unique   women capable of changing how much they wanted . They told their stories , came together ,   and together they found common patterns . 

 Final assignment_STORYTELLING     Design Thinking for Innovation 

 Insight 

 With the material from all the stories collected , we were able to design the journey of women   in the company and develop an action plan to address those moments and situations that   prevented more women from reaching management roles . Those processes and situations that   were positive were also detected . 

 In 2017 we brought together all the directives participating in the focus group and we showed   them the results of the analysis of the information based on their personal stories that we   collected and processed from the first meeting . 

 As a result , the women executives devised a new great initiative : a diversity program in the   company , in which the top management was involved , that would work to promote gender   equality and diversity with specific actions and with a clear objective : to achieve parity in   company management . 

 The program was created in 2018 and currently continues , with more than 40 projects   underway and with new objectives included in the organization 's strategic plan . 

 Approach 

 In future situations such as the one described , apart from storytelling , we would like to use   other design thinking tools such as mind mapping , because in the sessions held with female   managers , we lacked some techniques to encourage their creativity and pooling of ideas . For   the subsequent analysis of the stories that all of them told in the groups in the first meeting ,   we would have done very well if the storytelling had been reinforced with some other tool , but   it is true that the result was splendid and we are very proud to have been able to know their   experiences in such a personal and intimate way to be able to solve an important problem .
### Output: 