Case Studies

SDP For A Multinational Corporation:

A classic former example of a yearlong intervention program with supervisors was working with an MNC which deals in heaters, chillers, boilers, etc.


The project resulted in the following developments with the organization:

  1. The entire SDP along with sustenance was a huge success, as the organization found it's supervisors more open, more cooperative and collaborative and highly positive.

  2. The interdepartmental and interpersonal conflicts very much decreased and a culture of sensitivity was imbibed within the supervisors.

  3. It was also noted that the supervisors demonstrated high level of accountability towards themselves, towards team and towards the whole organization.

Following are the details and methodology of the module:

Objective: Methodology: The Module Plan: Key Aspects Of Sessions: The Sustenance: Duration:

With the aim to develop their supervisory cadre, for more efficient and challenging work processes, client shared their desire to develop a training module focusing on expected competencies and skills.

  • Initial 3 meetings and conference calls with the HR department were carried out to understand the need, concerns and scope for the intervention based on which we prepared a detailed content and management games focused on their objectives.

  • MPower representatives conducted several meetings with the participants and head of the departments to understand their concerns and expectations in order to incorporate the same in the training modules.

  • Team MPower drafted the detailed outline containing the topic of discussion along with interactive tools which was validated by corporate as well as plant HR.

  • The entire intervention was divided in two batches of participants - each batch consisted of 25-27 participants.

  • The focus of the intervention was interpersonal skills along with team building, conflict management, accountability and ownership and change management.

  • The intervention was strengthened by psychometric assessment, movie showcase and different stimulating activities and discussions.

  • The sessions were made challenging, gripping and full of learning by incorporating lots of activities with strong debrief, relevant and realistic case lets, introspective and healthy brainstorming.

  • At the end of each session, participants took up real time assignments to bring the solution for the problems they were facing at the work place. Each of them maintained a separate sustenance sheet for the same and the details were shared in the subsequent session.

  • Based on the Kirk Patrick model training effectiveness was evaluated.

To kick start the sustenance of the same, the head of the departments were informed about the assignments taken up by their subordinates. They mapped the progress and effectiveness of the same for each of their subordinates.

The spread - interventions was spread over period of 12 months where:

  • 6 months - initial meetings, session discussions and validation.

  • 6 months - intervention followed by sustenance session with HOD's.

Custsomer Service Orientation For A Research Organization:

India's leading research organization has approached MPower for the soft skill trainings for their 350 employees of one of the plant based in Gujarat.


  1. The intervention was a great success not only because the response time had gone down, but because the participants felt motivated and positive and determined.

  2. The post evaluation feedback was shared with management and was well received and accepted by the organization.

  3. The management shared that the significant reduction in response time was noted along with increased collaboration amongst employees.

  4. This intervention helped the employees as well as the management to rekindle the bond, understand and acceptance along with the increased productivity.

Objective: Methodology: The Module Plan: Key Aspects Of Sessions: The Salient Aspects From The Post Evaluation: Duration:

To reduce the response time to the client.

  • MPower conducted a pre and post evaluation to map the effectiveness of training. The parameters of the test would be the factors/aspects which directly/indirectly influence the response time.

  • The special evaluation plan was devised considering real time issues faced by the participants. It was combination of MCQ's and case lets. The session plan along with evaluation was discussed and validated.

  • The entire intervention was divided into 10 batches.

  • The intervention incorporated change management, accountability, team building and rapport, feedback and communication skills.

  • The post evaluation was carried out after three months. The detailed pre and post evaluation report was submitted to the client, which clearly stated that participants became highly sensitized about importance of good customer service and retaining the customers.

  • Each session was combination of introspective discussions, stimulating activities with strong debrief, interesting use of audio visuals and unique sharing by the participants.

  • Because of the facilitator's ability to connect with the participants and help them open up, the intervention witnessed lots of sharing, discussion, venting out and exchange of ideas. Because of this the participants openly shared their expectations from the organization and suggestion which can take it to next best level.

In the post evaluation session the participants shared that the CSO session helped them in:

  • Being change agent.

  • Self-awareness - finding out the areas where they want to improve.

  • Made them more open to feedback and criticism.

  • Helped them in having positive frame of mind in all the situations.

  • Made them better equipped with communication and listening skills to handle the stakeholders in better way.

  • Understand and appreciate the effort their organization has made for them.

  • Made them more grateful towards their employer.

Interventions was spread over period of 7 months where:

  • 1.5 months - initial meetings, session discussions and validation.

  • 5.5 months - intervention followed by post evaluation sessions.

C2C - Onboarding Intervention For Leading EPC Company:

For the consecutive 2 years, MPower has helped the graduate engineer trainees to on board and start their professional journey with a bang.


MPower has wonderfully handled the dual responsibility of nurturing the innovation and creativity of young minds as well as grooming them into through professionals, following the code of conduct and demonstrating professional behavior all the time.

Objective: Methodology: The Module Plan: Key Aspects Of Intervention: The Highlights Of The Intervention: Duration:

The basic objective of the intervention is to handhold the graduate engineer trainees for their journey in the corporate world to become thorough professional.

  • The HR shared their expectations from the session.

  • The different modules were listed down considering the vision, mission values, policies and procedures of the organization.

  • MPower representatives met the head of engineering to understand the organizational structure, the expectations from the GET's as well as the ideal career plan for GET's.

  • Empathizing with the anxiety, pressure and ecstasy these budding professional feel when they step into the corporate world. Hence the intervention was carefully designed for the smooth onboarding process.

  • It was spread across 12 months. It spoke of different aspects; from goal setting and motivation to lateral thinking, from interpersonal skills to team building and from change management to accountability.

  • The special care was taken to make the sessions super exciting, interesting as well as challenging for the young, energetic and enormously talented participants.

  • Intervention was further made interesting and inspiring with the movie making, book review, movie show case, outbound training experience and mentorship program.

  • The sessions were packed with enriching reading material, relevant and strong debrief of the stimulating activities and case studies.

  • Participants were immensely benefitted specially be the mentorship program which strongly derives from the coaching process.

  • In mentorship program each mentee was assigned a mentor.

  • They both met at mutually convincing time and place and discussed the challenges and concerns they faced. Participants later faced that they not only found it extremely helpful for their professional but for their personal lives as well.

To this date, the mentees are in touch with the mentors and share great rapport.

Interventions was spread over period of 13 months where:

  • 1 month - initial meetings, session discussions and validation.

  • 12 months - 2 sessions every month.

English Excellency For Leading Multinational Engineering Giant:

Enhancing English communication has always been MPower’s forte. The client wanted to roll out this flagship program of MPower for it's employee.


  1. At the end of program, post evaluation was conducted, which showed remarkable results. Majority of participants showed 17% progress in the spoken English while 21% scored more in post written test.

  2. Participants also shared the programe helped them shed away the inhibition of speaking in English.

  3. Many shared that they feel less anxious while speaking in English.

  4. It was also shared that the program has boosted their confidence level and their relationship with the stakeholder has improved.

  5. Feedback by one of our participant - "English is not foreign anymore now".

Objective: Methodology: The Key Aspects: Duration:

The basic objective of this is to improve written as well as spoken English skills of the employee who need to interact with overseas counter-parts, vendors, suppliers and customers on daily basis.

  • MPower representatives met participants; all of them had diverse educational background.

  • In the meeting the participants shared their expectations along with the challenges they face while communicating in English.

  • In order to make the intervention highly beneficial and effective for all, the pre-assessment written as well as spoken was carried out. In spoken skills, participants were assessed on 15 parameters.

  • At the end of intervention, the participants were again assessed on written as well as spoken English skills.

  • The both pre as well as post assessment reports were submitted to client.

Ample grammar practice and spoken skills were the highlights of intervention.

Word of the day and idiom of the week were the special features of program which focused on improving vocabulary.

In each session contained grammar facilitation along with spoken practice.

To give hands-on experience to the participants, spoken session were jam packed with real time, interesting and challenging activities. Lots of grammar practice made sure the participants always speak grammatically correct English.

The program was spread over period of 3 months; 2 days every week.