A student must decide whether to break his promise and leave the company that sponsored his MBA when he is offered a dream job by a Silicon Valley start-up. Expert commentary comes from Carolin Oelschlegel, a principal at Strategy& (formerly Booz & Company), and J. Frank Brown, managing director and COO of General Atlantic, a global investment firm, and former dean of INSEAD.
Entrepreneurship is a way of thinking, reasoning, and leading. Successful entrepreneurs identify a creative way to address a marketplace problem or need. They then formulate an entry strategy, create a set of experiments to test it, and execute the product development and market entry activities needed to launch the business. Once the business model has been refined and the venture gains traction, successful entrepreneurs know how to identify the resources needed to scale and exploit the full potential of the opportunity. This Reading begins by examining the role of entrepreneurship in the business landscape. Using examples of entrepreneurs such as Amazon's Jeff Bezos, the author discusses the behaviors, decisions, and roles of entrepreneurial leaders as they pursue opportunities and pivot to growth. As the Reading explores what entrepreneurs do, it considers both the activities and leadership skills required in the life cycle of an innovative business, as well as the skills needed to pursue different kinds of opportunities. What kind of person is best suited to entrepreneurship? Decades of research suggest that it is more important to study what entrepreneurs do rather than attempting to identify common characteristics or personality types. This Reading explores the different types of entrepreneurial leadership needed at different times to pursue different types of opportunities.
Having an idea is just the first step in an entrepreneurial journey. Turning that idea into a compelling opportunity requires analytical capabilities, passion, and determination. Successful entrepreneurs know how to take their ideas and shape them into opportunities to create value for all stakeholders. Beginning with the stories of 3 entrepreneurial journeys, this Reading examines that process of identifying and shaping opportunities. Opportunity recognition and shaping comprise 3 distinct activities: (1) perceiving an unmet market need, or a capability that could meet a need that has yet to be identified; (2) discovering the fit between market needs and the capabilities and resources available to the entrepreneur; and (3) creating a product, service, or solution that can be delivered to a specific market to address a specific need while generating value for all stakeholders. The novelty of an entrepreneurial opportunity--whether in market need or in skills needed to execute--influences the level of uncertainty in the assumptions that the entrepreneur must make in shaping the opportunity, which, in turn, influences the level of risk. After sharing the journeys of 3 entrepreneurs, this Reading explores how entrepreneurs identify opportunities and ends by discussing how they shape them by crafting business models and identifying risks and uncertainty. Although entrepreneurial ventures are usually formed in an iterative rather than a sequential manner, and founders are engaged in multiple parts of the new-venture-formation process simultaneously, this Reading lays out sequential steps for simplicity.
Success in launching a new business depends on an entrepreneur's ability to clearly communicate the market opportunity, outline the proposed solution, describe the implementation plan and expected benefits for all stakeholders, and account for the risks involved. A crisp, well-articulated business plan and pitch are therefore two of the most critical components in building a successful venture. Developing Business Plans and Pitching Opportunities explains how to both evaluate opportunities and translate a business model into a compelling business plan and pitch. The Reading introduces the concept of entrepreneurial planning and relevant debates about its role in early-stage ventures. It also covers the importance of crafting a succinct, powerful pitch for a new business plan, how to practice and present that pitch, and how to craft it so that it effectively conveys the opportunity to different stakeholders in different situations.
Among the many challenges that entrepreneurs must face is assembling the resources necessary to build a successful business. Most entrepreneurs will go through an iterative process of building a team, raising capital, and developing an ecosystem. An entrepreneur's decisions are highly interdependent--for example, the ability to attract customers, partners, and team members may depend on the ability to attract financing, which depends on ecosystem connections and a high-quality team. This Reading addresses 2 of the 3 kinds of resources critical to early-stage ventures: people (attracting cofounders, key employees, and advisors) and a business network (building the ecosystem of customers, suppliers, partners, and evangelists needed to develop products and get them to market). The third resource category, the capital required to finance the launch of the venture, is discussed in detail in Entrepreneurship Reading: Financing New Ventures [HBP No. 8072]. Attracting Talent and Building Ecosystems first explores the talent a new venture needs, including cofounders, key employees, advisors, and board members. The Reading then discusses how entrepreneurs can assemble the ecosystem of customers, partners, and other stakeholders who help develop and launch entry products and services, attract early customers, and gain traction in the market. Finally, the entrepreneurial story of Dan Bricklin, the inventor of the electronic spreadsheet, serves as an example of the process. There is also a glossary of key terms, as well as suggestions for complimentary cases and further reading.
Efficiently and effectively providing flu shots on a college campus is the challenge that faces the school's director of health services. After a failed flu shot program the year prior and the resulting epidemic, the director must ensure students, faculty and staff receive the shot this year. Benchmarking reveals that a single day flu shot marathon has been successful on other campuses but lines must be managed to limit waiting time. The reader is introduced to basic queuing theory to determine how many shot stations are needed balancing line length and cost. They also explore the impact of peaks on line management.
Leading analytics firm, Insights Global Analytics, handled many analytics processes and projects requiring extensive domain and statistical expertise. Employees with prior analytics experience had skill-sets that could be utilized for other projects. Analysts and consultants working on business research projects had strong domain knowledge about various technological trends. However, sometimes one team did not know about the rich skills possessed by another team. To build a knowledge-sharing culture that would facilitate the incubation of new ideas, spread different skills across the organization, break the silos among teams and promote free exchange of ideas among employees the company decided to implement a knowledge management (KM) program. A team was appointed with the challenge of selecting an appropriate cost-effective technology that would achieve the objective of fostering a knowledge-sharing culture.
International Services Group (ISG) serves global and local clients with accounting solutions. ISG has grown substantially over the last few decades, thanks to a very pro-active management culture at the local subsidiary level. While this growth has been good, it has also introduced certain inefficiencies. ISG’s chief executive officer now wants to change the organization from a locally responsive structure to a globally integrated one by introducing a global accounting software program. The case describes how the implementation meeting, which was conducted in a video-conferencing format, failed. The case deals with boundary-spanning leadership issues across functional, cultural, hierarchical and geographic domains, and it highlights the managerial side of change.
International Services Group (ISG) serves global and local clients with accounting solutions. ISG has grown substantially over the last few decades, thanks to a very pro-active management culture at the local subsidiary level. While this growth has been good, it has also introduced certain inefficiencies. ISG's chief executive officer now wants to change the organization from a locally responsive structure to a globally integrated one by introducing a global accounting software program. The case describes how the implementation meeting, which was conducted in a video-conferencing format, failed. The case deals with boundary-spanning leadership issues across functional, cultural, hierarchical and geographic domains, and it highlights the managerial side of change.
LevelUp's mobile payments service lets users scan a smartphone barcode rather than swipe a credit card. Will consumers embrace the service? Will merchants? LevelUp considers adjustments to make the service attractive to both consumers and merchants, while trying to accelerate deployment at reasonable cost.
The case tells the story of Chef Ferran Adrià and describes the transformation of elBulli, a renowned Michelin three-star restaurant located in Spain's Costa Brava, since the restaurant's opening in 1961 until its closing in 2011. Why would Ferran Adrià close elBulli? Was the iconic restaurant yet another financial crisis victim? Had the chef and his team tired of success or run out of creative juices, unable to keep up with the hectic innovative pace required to create new, ground-breaking menus year after year? What else could have possibly driven Adrià to turn away from the restaurant's huge, untapped demand, with some two million reservation requests a year and a seating capacity for 8,000? Why would he risk turning this "gastronomic success" -a restaurant that had been named the world's best restaurant five times- into a foundation yet to be formulated and shaped?
A recent MBA graduate had been renting a condominium, and a similar unit next door had just been listed for sale. Now facing the classic buy-versus-rent decision, the young grad decided it was time for her to apply some of the analytical tools she had acquired in business school - including "time value of money" concepts - to her personal life.
This case finds Chery after the collapse of its alliance with Chrysler. For Chrysler it meant losing one of its most promising routes to building a competitive small-car lineup for consumers who were pinched at the pump by rising gas prices. For Chery, it meant losing Chrysler's technical ability, quality, and regulatory ratings consistent with U.S. and Western European markets. Students place themselves in the shoes of Chery executives as the company goes about creating a new strategy to tap into the U.S. and European markets.
The Chery Automobile case focuses on the Chinese company, which, in 2007, was the fourth largest automotive company in China. Chery was growing at enormous speed, and was already exporting to over 50 countries, primarily in the Middle East and Eastern Europe. Chery was determined to enter the coveted U.S. and Western European markets, and in 2007 it struck a strategic alliance with the struggling U.S.-based Chrysler Company. The case explores the barriers that Chery was facing trying to enter these markets and asks students to evaluate if the strategic alliance was the best strategy for it to eventually establish itself independently in the mature and discerning U.S. and European markets.
A recent MBA graduate had been renting a condominium, and a similar unit next door had just been listed for sale. Now facing the classic buy-versus-rent decision, the young grad decided it was time for her to apply some of the analytical tools she had acquired in business school — including “time value of money” concepts — to her personal life.
Jonathan Geibel, Director of Systems at Walt Disney Animation Studios (hereafter referred to as Disney Animation), walked through the workspace occupied by the group he had been tasked to lead. Geibel knew he was part of a creative and magical environment. The Disney studio had created more than 53 feature animated films in over three-quarters of a century-beginning with Snow White and the Seven Dwarves in 1937 through to Frozen, released in November of 2013 and awarded the Oscar® for Best Animated Feature in March 2014, the first Academy Award® in that category for Walt Disney Animation Studios. In late March 2014, Frozen became the highest-grossing animated feature, worldwide, of all time. There was a period in the history of the 90 year-old studio, not so many years ago (and prior to John Lasseter and Ed Catmull's leadership), when Walt Disney Animation Studios had become more structured and hierarchical, and it wasn't always easy to work across departments to innovate. Yet the work, which involved both high-tech computer animation and creative storytelling, was more cross-disciplinary and dynamic than ever. Geibel wondered what he and Ron Johnson, whom he hired and teamed up with to re-envision the Systems group within Disney Animation, could do to improve the flow and the efficiency of the organization's increasingly technical and creative work. Geibel and Johnson had already made dramatic changes in the work structure and in the physical space to promote the effective teamwork that was so essential to producing compelling, engaging animated films. Now it was time to figure out how well the changes were working, and what further changes, if any, were necessary.
Parul Prakashani started out as a textbook publisher in 1961. Slowly, it diversified into a wide repertoire of non-textbooks for children, young adults and adults. In early 2013, the non-textbook division of the company is not earning enough revenue, while strong revenues are coming from textbooks. The major issue faced by Parul is how to grow the non-textbook business. This requires significant branding activity and a marketing communication plan. Phasing out the non-textbook business is not an option, since it is close to the founder's heart and lends prestige to the company. The major dilemma facing the founder is whether to allocate more resources to the non-textbook division to improve growth, and if so, how to allocate these resources. Parul must think up new products and new markets in order to stay in the business of publishing non-textbooks.