export interface CaseStudy {
    id: number;
    slug: string;
    title: string;
    image: string;
    // At a Glance
    atAGlanceDescription: string;
    // Company info
    companyName: string;
    companyDescription: string;
    // Stats (stat3 optional)
    stat1Value: string;
    stat1Label: string;
    stat2Value: string;
    stat2Label: string;
    stat3Value?: string;
    stat3Label?: string;
    // Aspirations or Challenges
    aspirationsLabel?: string; // defaults to "Aspirations" if not set
    aspirationsText: string;
    // Solution offered
    solutionDescription: string;
    solutionPoints: string[];
    // In Depth Approach
    approachTitle?: string;
    approachPoints: string[];
}

export const caseStudyData: CaseStudy[] = [
    {
        id: 1,
        slug: "carestream",
        title: "Carestream Building\nExecutive Presence",
        image: "/images/case-studies/carestream.jpg",
        atAGlanceDescription:
            "Country General Manager at Carestream Health approached NLC to craft a leadership module around the realm of Executive Presence for his direct reportees.",
        companyName: "Carestream",
        companyDescription:
            "Carestream serve industrial markets around the world with non-destructive testing products that enables customers to capture HQ images for applications such as aircraft inspection, assemblies, castings and forensics. They have a global team of more than 6,000 employees in 150 countries.",
        stat1Value: "2",
        stat1Label: "Individual Coaching Sessions",
        stat2Value: "5",
        stat2Label: "Workshops",
        stat3Value: "35 Hrs",
        stat3Label: "Engaging Conversations",
        aspirationsText:
            "To prepare his set of 10 direct reportees for the next level role, Mr. Goel had a vision to create a highly customized, contextualized module on 'Executive Presence' which entailed peer learning through group cohorts as well as one on one learning through individual coaching conversation. His main intent was to proactive prepare his team for global roles.",
        solutionDescription:
            "We captured an in-depth context of each of the direct reportees which ranged from regional sales head, strategy and marketing head to OEM specialists etc. We also captured an insight about their strength and area of opportunity when it comes to demonstrating 'Executive presence'.",
        solutionPoints: [
            "Inspiring, Influencing Others and Building Trust",
            "Speaking with confidence, clarity, and conviction",
            "Being a Storyteller that leaves your residue",
        ],
        approachPoints: [
            "Post, 1on1 context gathering, the cohort learning needs for Building Executive Presence and unique needs of each DH got articulated. They were also given a pre-work on Executive presence for which they were supposed to submit a focused video!",
            "A blend of experiential virtual learning module got curated which covered topics entailing leveraging your voice as a brand, building richer content, brevity and levity, art of influencing, trust building, storytelling, telling truth to the power, building emotional agility.",
            "The one on one Individual Coaching Sessions encompassed unique needs like diction, being assertive, how to say \"No\", how to critique without getting personal.",
            "The program culminated in delta report being formed at the end of two months which gives a glimpse into the transformation achieved in the ability to demonstrate Executive Presence.",
        ],
    },
    {
        id: 2,
        slug: "famous-studios",
        title: "Famous Studios\nMission-Vision-Values Articulation",
        image: "/images/case-studies/famous-studios.jpg",
        atAGlanceDescription:
            "Third generation entrepreneur Anant Roongta approached NLC to envision the Future 3.0 for Famous in the form of Vision-Mission-Strategic Pillars coupled with Values.",
        companyName: "Famous",
        companyDescription:
            "Famous Studios are a turnkey content solution provider for films, television & digital medium since 1946. Their portfolio boasts of a sprawling 1,10,000 sq.ft space across Mumbai, state-of-the-art equipment and expert technicians.",
        stat1Value: "2 Levers",
        stat1Label: "To Demystify Future",
        stat2Value: "10",
        stat2Label: "Workshops",
        stat3Value: "40 Hrs",
        stat3Label: "Brainstorming",
        aspirationsText:
            "To envision & articulate the future of Famous Studios in a structured manners. The focus was to seize the fundamental timeless components of its legacy while preparing it to stay relevant for the future by serving the emerging, upcoming and mushrooming context.",
        solutionDescription:
            "We conducted structured and sequenced envisioning session with the Famous team which entailed the MD, the CEO, selected department heads, and a PR team over a course of six weeks and ten sessions on a NLC curated envisioning template.",
        solutionPoints: [
            "Reinvention Framework Structured Gazing into Past, Present, and Future",
            "Penning down trends Reasons for existence Customer value proposition",
            "I see a Future Framework Pain-Gain Map Baselining Competitions",
            "Ascertaining Brand Signature Legacy Attractions Respulsions",
        ],
        approachTitle: "Our Approach",
        approachPoints: [
            "Structured 10 workshops over 10 weeks with distinct agenda for each session with culmination occurring in ninth session where Vision, Mission, and Strategic Pillars got articulated.",
            "The Mission statement got articulated as \"To unlock, inspire, and nurture the imagination of story-tellers by empowering them with a unique blend of tech, talent and infrastructure.\"",
            "The Vision statement got articulated as \"To be a global leader and enabler of audio-visual craft and creative solutions.\"",
            "The values of Innovation, Customer Centricity, Dependability, Courage, Integrity, Entrepreneurial Mindset, Learning & Empowering, Creative Excellence got curated.",
        ],
    },
    {
        id: 3,
        slug: "godrej",
        title: "Godrej Consumer Products\nHi-Pot Journey & Interview",
        image: "/images/case-studies/godrej.jpg",
        atAGlanceDescription:
            "Division Head Mr. Sourav Dey at Godrej Retail approached NLC to create a 3 months long developmental journey to prepare their selected sales Hi-Pots for an internal promotion interview series.",
        companyName: "Godrej",
        companyDescription:
            "Godrej Group is an Indian multinational conglomerate headquartered in Mumbai and operates in sectors as diverse as real estate, consumer products, industrial engineering, appliances, furniture, security and agricultural products. They enjoy a patronage of 1.1 Billion consumers.",
        stat1Value: "12 Hrs",
        stat1Label: "4 Workshops for Cohort",
        stat2Value: "32 Hrs",
        stat2Label: "of OTO Interviews",
        stat3Value: "75%",
        stat3Label: "Success Rate",
        aspirationsText:
            "To prepare and brace selected Hi-pots from the Godrej Retail sales, we created a one-of-a-kind module on 'Acing Sales Interview'. The intent of the entire endeavor was to enable and equip these sales leaders to face the series of interviews based on Godrej Success Factors with the panelist with confidence and be able to portray the work they had undertaken in the field with brevity, precision, and confidence.",
        solutionDescription:
            "We structured Focus Group discussions with the reporting managers (National Sales Heads) of the participants as well as the participants to capture their learning needs, challenges on ground, and aspirations from this endeavor. The initiative was coined as 'Parivartan' to highlight the metamorphosis needed to showcase the impact they had created.",
        solutionPoints: [
            "Power Introductions Impact Timeline The Journey So far",
            "Debrief & Interpretation of Godrej Success Factors",
            "Simulations based on each Godrej Success Factors",
        ],
        approachPoints: [
            "The entire endeavor of Parivartan was bifurcated into 4 sessions at a cohort level and 4 One to One Interview Simulation Sessions based on GCF for each of the participants.",
            "A simulation interview was conducted with each participant at the onset of the initiative along with assigned pre-work. At the end of the entire endeavor, a delta report was crafted for each of the participants.",
            "The workshops were designed to cover different dimensions of the interview including dressing, power introduction, data-driven storytelling.",
            "The group session was conducted by the NLC team on a standalone basis and simulations sessions were conducted in conjunction with Godrej leaders and the NLC team as the panelist.",
        ],
    },
    {
        id: 4,
        slug: "radiometer",
        title: "Radiometer\nCommunicate to Differentiate",
        image: "/images/case-studies/radiometer.jpg",
        atAGlanceDescription:
            "Division Head Mr. Sourav Dey at Godrej Retail approached NLC to create a 3-month-long developmental journey to prepare their selected sales Hi-Pots for an internal promotion interview series.",
        companyName: "Radiometer",
        companyDescription:
            "Radiometer is a Danish multinational company which provides powerful acute care diagnostic solutions develops, manufactures and markets solutions for blood sampling, blood gas analysis, transcutaneous monitoring, immunoassay testing and the related IT management systems.",
        stat1Value: "8",
        stat1Label: "Workshops",
        stat2Value: "20 Individual",
        stat2Label: "Coaching Sessions",
        stat3Value: "1 Showtime",
        stat3Label: "with Global Leadership",
        aspirationsText:
            "To prepare his set of 10 direct reports for the next level role, Mr. Dave had the vision to create a highly customised, contextualised module on Communicating with impact for his team which entailed peer learning through group cohorts as well as one on one learning through individual skill-based coaching conversation. The intent was to enable the team members to experiment with diverse ideas boldly & communicate a lot more clarity and conviction.",
        solutionDescription:
            "We crafted a bespoke program called 'Communicate To Differentiate' with a purpose to familiarize the team to harness their inner creativity, experiment on scale, and communicate with impact, brevity, clarity, conviction, and confidence. It entailed both group cohort and one on one skill based coaching tailored for individual needs.",
        solutionPoints: [
            "Basics of Creativity, Ideation, & Prototyping",
            "Pillars of Communication Leveraging voice Data driven storytelling",
            "Exercises & Activities to put Skills to Test",
        ],
        approachPoints: [
            "1on1 context gathering conversation with select leadership at Radiometer and each of the ten participants individually.",
            "12 weeks module of eight cohort workshops & 2 individual skill based coaching sessions. Constant voice notes exchange to enhance the throw of voice and enunciation.",
            "A blend of pre-work, experiential topics, exercises, activities were weaved around different themes pivoting on the levers of Creativity and Communication.",
            "An application based session called RED TALK where each individual presented in front of global leaders as observers & evaluators.",
        ],
    },
    {
        id: 5,
        slug: "upgrad",
        title: "upGrad –\nMechanics of Communication",
        image: "/images/case-studies/upgrad.jpg",
        atAGlanceDescription:
            "upGrad engaged with NLC to enable and equip leaners across the world pursuing Data Science and Machine learning to abreast them with basic and advanced mechanics of communication.",
        companyName: "upGrad",
        companyDescription:
            "upGrad has been preparing its learners from across the world on the mechanics and mechanism of Data Science and Machine Learning. With a view to make their learners (who are technocrats) more employable, relevant, and confident for their current jobs and also for their prospective jobs, they engaged with NLC over a course of 12 months (and still ongoing) to train their different cohorts.",
        stat1Value: "3",
        stat1Label: "Continents",
        stat2Value: "25",
        stat2Label: "Cohorts",
        stat3Value: "250",
        stat3Label: "Professionals",
        aspirationsText:
            "upGrad has been preparing its learners from across the world on the mechanics and mechanism of Data Science and Machine Learning. With a view to make their learners (who are technocrats) more employable, relevant, and confident for their current jobs and also for their prospective jobs, they engaged with NLC over a course of 12 months (and still ongoing) to train their different cohorts.",
        solutionDescription:
            "Cohorts who are divided based on their experience bracket and learning objectives. There are 3 types of cohorts based on 0-5 years of exp. 5-8 years of exp, and more than 8 years of experience. The next level of bifurcation happens at the course that learners had chosen ranging from Machine Learning, Data Science, or Digital Marketing etc.",
        solutionPoints: [
            "Virtual",
            "Experiential",
            "Comprehensible",
        ],
        approachPoints: [
            "There is a series of 4-5 sessions done with each cohort based on their respective experience bracket and specialty chosen.",
            "Topics range from How to Deliver Memorable First Impressions, Power Pitches, Storytelling that stokes chemical reactions, Art of Body Language, and How to Deliver Feedback to name a few.",
            "We have conducted 4-5 sessions with each cohort. So far, we have engaged with over 25 cohorts from all over the world with over 250 learners.",
            "The mode of learning is virtual, along with experiential exercises, activities, and self-reflection tools.",
        ],
    },
    {
        id: 6,
        slug: "yotta-competency",
        title: "Yotta Infrastructure –\nCompetency Grid Curation",
        image: "/images/case-studies/yotta-competency.jpg",
        atAGlanceDescription:
            "After the success of the marquee project ALIGN; Yotta Infrastructure collaborated with NLC to create a contextualized and customized skillset dictionary in the form of a structured Competency Grid.",
        companyName: "Yotta",
        companyDescription:
            "Yotta has a vision to create an Ultra-scalable, Hyper-density Data Centre Ecosystem ready for the future growth of data. It started in 2018 & by 2021 – it has become Asia's largest and world's 2nd largest Uptime Tier IV designated DC.",
        stat1Value: "21",
        stat1Label: "Competencies Curated",
        stat2Value: "210",
        stat2Label: "Behaviours Crafted",
        stat3Value: "650",
        stat3Label: "Proficiency Statements",
        aspirationsText:
            "To curate a snapshot of competencies, a dictionary of skillsets that can be leveraged in combination with mission-vision-values that ensures uniformity in hiring, internal promotion, rewards & recognition, sets the tone for performance reviews, enables designing of learning goals, and forms the underpinnings of cultural pillars.",
        solutionDescription:
            "We captured an in-depth context of each dept. & a panoramic snapshot of data-centre as an industry to arrive at a skillset dictionary that spanned across Strategic, Operational, & Tactical Leadership Levels at org. level. A second level of bifurcation would be undertaken to arrive at function wise competency grid.",
        solutionPoints: [
            "Managing Current",
            "Selectively Forgetting Past",
            "Creating Future",
        ],
        approachPoints: [
            "1on1 context gathering conversation with each department head (DH) to select indicatively most relevant competencies based on Lominger competencies deck.",
            "After analytical & qualitative analysis of the data; we arrived at 6 Yotta Success Factors & 6 Core Competencies.",
            "Meticulous & Diligent defining of behaviours, definition, proficiency levels and further bifurcation according to Leadership levels and Business-People-Result cluster.",
            "A structured 'Train the Trainer' conducted for the entire HR team for them to further proliferate, decode, and decipher the competency grid for the entire org. in a phased manner.",
        ],
    },
    {
        id: 7,
        slug: "yotta-strategy",
        title: "Yotta Infrastructure –\nStrategy Roadmap",
        image: "/images/case-studies/yotta-strategy.jpg",
        atAGlanceDescription:
            "Yotta Infrastructure approached NLC in Dec 2020 with a unique intent. Yotta had been in existence for 1.5 years by then and was pacing to grow aggressively. Amidst its intense growth objective, its CEO, Mr. Sunil Gupta wanted to launch a Strategy Roadmap Initiative.",
        companyName: "Yotta",
        companyDescription:
            "Yotta has a vision to create an Ultra-scalable, Hyper-density Data Centre Ecosystem ready for the future growth of data. It started in 2018 & by 2021 – it has become Asia's largest and world's 2nd largest Uptime Tier IV designated DC.",
        stat1Value: "2",
        stat1Label: "Years Roadmapping",
        stat2Value: "20",
        stat2Label: "Department Heads",
        stat3Value: "200",
        stat3Label: "Action Items",
        aspirationsText:
            "To create a department-wise strategic roadmap and further furnish a shared understanding for Yotta to manifest its Mission and Vision in the years 2021 and 2022 in a structured manner.",
        solutionDescription:
            "We conceptualized & contextualized a strategic roadmap framework inspired by AG Lafley and Roger Martin called 'Playing to Win'. We worked with 20 departmental heads ranging from HR, Marketing, to Product Engineering, Automation to decipher and build a shared understanding about the same. It is based on 10 simple questions. Implemented as Phase II of Project Align.",
        solutionPoints: [
            "What does Yotta's Mission & Vision mean to my dept.?",
            "Where will we play?",
            "What capabilities must we have?",
            "20 things that can go wrong and cope up mechanism?",
            "What are the 3-5 important outcomes for FY 21-22?",
            "How will we win?",
            "What Mgmt. systems we need?",
            "What is our winning aspiration?",
            "How can we leverage our team for these goals?",
            "What is the Battle Procedure?",
        ],
        approachPoints: [
            "First Cohort session with department heads (DH) to sensitize on the structure of Playing to Win and how they are supposed to create their scorecards with the teams.",
            "Second Cohort session with DH to bring the cause-and-effect linkage b/w strategy roadmap and playing to win framework.",
            "Third Cohort session with each DH and their respective team/s to work on their iteration of Playing to win scorecard followed up with fourth cohort session to finalize the scorecard.",
            "Presentation by each DH in front of the CEO, MD, and the entire org. explaining their score card followed up with Q&A and suggestions by the audience.",
            "A finalised Playing to win grid created for each department post incorporating the suggestions of the audience and other DHs.",
        ],
    },
    {
        id: 8,
        slug: "yotta-values",
        title: "Yotta Infrastructure –\nValue Dissemination",
        image: "/images/case-studies/yotta-values.jpg",
        atAGlanceDescription:
            "Yotta Infrastructure approached NLC in Dec 2020 with a unique intent. Yotta had been in existence for 1.5 years by then and was poised to grow aggressively. Amidst its intense growth objective, its CEO, Mr. Sunil Gupta wanted to launch a Value Dissemination Initiative.",
        companyName: "Yotta",
        companyDescription:
            "Yotta has a vision to create an Ultra-scalable, Hyper-density Data Centre Ecosystem ready for the future growth of data. It started in 2018 & by 2021– it has become Asia's largest and world's 2nd largest Uptime Tier IV designated DC.",
        stat1Value: "24",
        stat1Label: "Workshops",
        stat2Value: "250",
        stat2Label: "Leaders Trained",
        stat3Value: "100 Hrs",
        stat3Label: "Experiential Learning",
        aspirationsText:
            "To drive, proliferate, demystify the meaning of Mission, Vision, and the Values that the organisation had co-created in conjunction with its employees in 2018. The major ask was that all the workshops must be conducted in an experiential fashion and must have a simple to understand concepts.",
        solutionDescription:
            "We worked on a modular, well-staggered, and structured endeavor called Project ALIGN that spanned across 8 months, named as there was an underlying need to align team YOTTA with the larger org. context.",
        solutionPoints: [
            "Acknowledge the 'Presence'",
            "Grow the 'Practice'",
            "Learn the 'Features'",
            "Nurture the 'Impact'",
            "Internalize the 'Behaviours'",
        ],
        approachPoints: [
            "Marathon workshops to proliferate the meaning, mechanics, behaviors of Mission, Vision, and first three set of values in Dec 2020 followed up with next three set of values in May 2021. (Values like Trust, Innovation, Partnership etc.)",
            "In-Person sessions with a blend of high-octane activities with debriefs, self-reflection assessments, case-studies, dialogues at a group level to create a shared understanding.",
            "A set of simple behavioural checklist was deployed post session to make the values be understood, internalised, and practised by employees at their own time and pace.",
        ],
    },
    {
        id: 9,
        slug: "ericsson",
        title: "Ericsson –\nWritten business communication",
        image: "/images/case-studies/ericsson.jpg",
        atAGlanceDescription:
            "Ericsson approached NLC in Dec 2021 with a unique intent. The team deals with a variety of stakeholder groups and addresses problems of varying complexities. It is imperative that every member is able to influence through effective verbal and written communication, to be able to deliver outcomes in an agile manner.",
        companyName: "Ericsson",
        companyDescription:
            "Ericsson is one of the leading providers of Information and Communication Technology (ICT) to service providers. They are world leader in the rapidly changing environment of communications technology – by providing hardware, software, and services to enable the full value of connectivity.",
        stat1Value: "15 Hrs",
        stat1Label: "Experiential Learning",
        stat2Value: "25",
        stat2Label: "Employees Trained",
        aspirationsLabel: "Challenges",
        aspirationsText:
            "While verbal communication is critical; the BO & T spends a majority of their time processing emails and responding to them. A reasonable degree of resolution; escalation; post-project action happens via an email interaction! This workshop intends to create awareness and appreciation of the facets of written business communication through practical examples, simulations, and group activities.",
        solutionDescription:
            "120 mins experiential, activity-based engagement session that will follow the following route:- An insightful 'Communication Styles' survey will be administered for at least one week before the session. A two-part session in which the first part deals with Different Communication Styles and Intercultural/Global Communication. And the second part deals with the written part of Email Communication and Types of Questions to incite astute responses.",
        solutionPoints: [
            "Communication Styles",
            "Intercultural/Global Communication.",
            "Email Communication",
        ],
        approachPoints: [
            "Pre-Survey Administered. An insightful 'Communication Styles' survey will be administered at least one week before the session.",
            "Different communication styles, journeying across the world and taking a look into the different cultures and their proclivities when it comes to written/oral communications.",
            "The context of different emails and conversations. The structure; mechanics; and mechanism of penning down a well-crafted email.",
        ],
    },
    {
        id: 10,
        slug: "glenmark",
        title: "Glenmark –\nCommunicate to Differentiate",
        image: "/images/case-studies/glenmark.jpg",
        atAGlanceDescription:
            "Glenmark approached NLC in July 2021 with a unique intent. The DSMs (first line Managers) who are a part of Glenmark family (>2 yrs.) have a good track record of sales & customer relationships. To go to the next level role, they need higher presentation skills supported with a strong executive presence.",
        companyName: "Glenmark",
        companyDescription:
            "Glenmark was founded with a vision to emerge as a leading integrated research-based, global pharmaceutical company. With 14 manufacturing facilities and 3 R&D centers dedicated to the goal of enriching lives across the globe we believe that the real force behind our continued successes are dedicated employees from across 60 nationalities, committed to creating 'A new way for a new world'.",
        stat1Value: "26 Hrs",
        stat1Label: "Experiential Learning",
        stat2Value: "40",
        stat2Label: "Employees Trained",
        aspirationsLabel: "Challenges",
        aspirationsText:
            "DSM's with more than 2 years of experience now looking to go next level need higher presentation skills supported with a strong executive presence. These 40-50 DSM's have undergone 6 months English language improvement course with an elementary to advanced proficiency in English and there is an opportunity to groom them further in the realm of 'high-impact communication' and executive presence.",
        solutionDescription:
            "We worked on a modular, well-staggered, and structured endeavour called ELITE CAFE that spanned across 4 months. An integrated learning experience spanning across 4-6 months staggering over different platforms i.e., virtual learning experience, LMS, e-learning modules, one-on-one support.",
        solutionPoints: [
            "Dipstick and Current Baselining",
            "Integrated Monthly Communication Plan and Tracker",
            "Experiential Learning",
        ],
        approachPoints: [
            "A pre-work was assigned to all the participants to understand their level of expertise in communication and from there the sessions were taken forward.",
            "The sessions included various topics ranging from Pitch-Tone-Tempo, Art of skillful conversations, presentation hacks, etc",
            "The approach was such that each individual participant was given a chance to perform a TED TALK, which demonstrated the learnings of the sessions simultaneously",
        ],
    },
];

export const getCaseStudyBySlug = (slug: string): CaseStudy | undefined => {
    return caseStudyData.find((cs) => cs.slug === slug);
};

export const getAllCaseStudySlugs = (): string[] => {
    return caseStudyData.map((cs) => cs.slug);
};

export const getAllCaseStudies = (): CaseStudy[] => {
    return caseStudyData;
};