This case profiles the launch and growth of Tough Mudder, a startup founded by Will Dean and Guy Livingstone in the mud run/adventure challenge space. Dean, an avid triathlete and marathoner, found these solitary endurance events boring, and wanted to come up with a new concept that would bond teams of people together to complete an athletic event that would test not only their physical strengths, but their will, determination and mental grit as well. The case chronicles the meteoric rise of Tough Mudder within the rapidly growing adventure race industry. As Tough Mudder looked ahead to 2013, it faced numerous opportunities and challenges, not the least of which was a move to host events internationally. The company also faced fierce competition and was constantly having to innovate in order to stay at the head of the pack. Finally, rapid growth meant scaling challenges within the organization that would need to be addressed if the company was going to maintain the high level of operational excellence that was so critical to the success of its events.
In early 2012, Investindustrial, a European private equity group, publicly announced their intention to sell their 76.7% stake in Ducati Motor Holding S.p.A., an iconic Italian producer of sport performance motorcycles. The decision followed a six-year turnaround during which Ducati returned to profitability and significantly expanded its product line. Investindustrial's team had the following exit alternatives: 1) a trade sale to an automotive buyer; 2) a secondary buyout, partial or complete, by a financial investor; 3) a relisting in Hong Kong. Each option had its pros and cons, but all required a careful valuation of Ducati to maximize the investors' return on their flagship investment.
Maruti Suzuki India Limited, India's largest car manufacturer and the only company in that country to have crossed the 10 million sales mark, was struggling with labour problems in one of its manufacturing units. As a result, it was rapidly losing its market share to competitors and its position as market leader was at stake. The strike not only damaged property at the plant and caused one death and hundreds of injuries, it also heavily impacted revenue and market share as customers and dealers dealt with the negative publicity and the shortage of production that resulted in long wait times for the company's most popular models. The company must come up with a strategy to deal with its vulnerability in light of production cuts, demanding customers, disgruntled dealers and charged-up competitors.
This case centers on SC Johnson's CEO, H. Fisk Johnson, and his decision on how to move forward with Greenlist™ after the settlement of two lawsuits. SC Johnson developed the ingredient improvement process Greenlist™ to reduce the negative environmental impacts of its products by substituting less harmful ingredients wherever possible. Significant environmental improvements were made in many of the company's products, such as Windex®, and the company developed a Greenlist™ label to demonstrate to consumers that a product had been improved by the process. In 2008 and 2009, two lawsuits were filed accusing SC Johnson of deceptively marketing its products as "green", as the Greenlist™ label led consumers to believe the products had been certified by an objective third party. The lawsuits were settled and the company was forced to remove the label. The case raises a discussion about green labeling, the nature of environmental certification, and the value of internal sustainability initiatives.
Chris Summers, VP of Supply Chain Management at the oil field services company Elevalt, is engaged in an analysis of his globally dispersed distribution centers (DCs). He must evaluate Elevalt's network of DCs throughout Europe, Africa, and the Middle East to see whether it would be beneficial to consolidate the current network of six DCs to a single centralized DC in either Europe or Africa. Before this decision can be made, he must first optimize the current operation, which appears to suffer from inefficient inventory management. The inefficient inventory management also seems to be driving additional transportation costs. Summers must consider the benefits and risks associated with consolidating Elevalt's DCs while still maintaining his focus on the needs of Elevalt's customers.
As this case opens, iconic toymaker LEGO stands on the brink of bankruptcy. Jorgen Vig Knudstorp, LEGO's young and newly appointed CEO, must size up changes in the toy industry, learn from the company's recent moves, and craft a strategy that will put LEGO back on track.
The chairman and chief executive officer of a manufacturer of entry-level musical instruments decides to take advantage of the popularity of music video games by creating a gaming division. After spending $30 million on product development, the company launches its first music video game just as the market for this subgenre has fallen into a steep decline. The case discusses the specific attributes of this music video game that may have doomed it, both despite the decline in music video games and in the context of the broader background of music video games, their success and the reasons behind their decline.
East Solutions was a successful business process outsourcing (BPO) provider based in Bangalore, India. Although salaries for Indian IT professionals were about half of those of their counterparts in the United States, the board of directors at East Solutions recognized a worrying trend: if salaries in India continued to grow at a fast rate, they would soon erode the cost advantage of sending work to India and potentially threaten the entire Indian BPO industry. As a solution, East Solutions repositioned itself by leveraging technical, industry and process expertise to form a partnership with clients based on value added in addition to cost savings. This plan required East Solutions to refocus on fewer geographic and sector groups. It also required transforming the role of the company’s IT managers, who needed extensive training, additional resources and a new compensation strategy. On an average year, the new compensation plan increased the IT managers’ incomes by 4 per cent, so it was expected to be popular, but IT managers rejected the new compensation plan and it was abandoned after 18 months. The chief executive officer (CEO) in charge of the new plan for East Solutions was unsure why it had failed.
A social enterprise organization, whose mission is to battle poverty and gender discrimination through providing access to technology, is faced with the prospect of losing some or all of its government funding in a time of global recession. Under the legal structure of a non-governmental organization, Digital Opportunity Trust has partnered with large corporations and other organizations and established a local presence in disadvantaged areas. It has worked in a partnership setting to mobilize the information technology knowledge of young people and train them to become leaders of change in their local communities, which in turn will give them the relevant skills and experience to support their own career paths. The organization’s striking success has been driven by its innovativeness and, more particularly, its noticeable efforts to reconcile the corporate and non-profit aspects of doing business, along with the challenges that come with it, without compromising the quality of the social enterprise brand that it is bringing forward.
NEA was established in 1977 and it subsequently morphed into one of the largest venture capital firms in the world. Despite its size and significance, some other firms established during the same era such as Kleiner-Perkins and Sequoia (both were established in 1972), are arguably better-known. No venture firm, however, can parallel NEA in terms of its scale and its commitment to organizational and operational innovation. From early on the founders predicted that NEA would grow in size and significance, but the challenges associated with achieving these goals were formidable. How could NEA scale and generate favorable returns from a large capital base for its Limited Partners (LPs)? How could General Partners (GPs) be integrated and incentivized? How could the bi-coastal structure be sustained over the long run?
Wayne Ferrari has bridged the gap between being an independent entrepreneur and a "professional manager." After selling his business to a Private Equity (PE) firm, Ferrari takes on the role of CEO and with their support implements a roll-up strategy to attain growth through acquisition in the mechanical controls distribution industry. Ferrari received support from the PE firm in negotiating and financing acquisitions but faced the challenging task of integrating them into the core business. Getting all the operations on a common IT platform proves more challenging than he expected. Developing an organization that supports a new strategy of application support for their customer base requires a change in culture and an evolving leadership challenge for the business. The most immediate challenge is to implement a "pricing" model to be used with all customers that takes into consideration a variety of customer specific characteristics to set optimal pricing for quotations. On "go live" day, the sales force "is up in arms" requesting that their "special customer deals" be sheltered from this new system. The case outlines a brief history of the business, the changes over the last six years and details on the challenges Ferrari faces as iAutomation continues to expand.
"The chief executive of a small yarn-production company in India must resolve an unexpected cash shortage. The task for the student is to evaluate the causes of this shortage (using a completed "base-case" forecast given in the case) and assess the usefulness of various possible remedies suggested by managers. The company is unable to liquidate a seasonal working-capital loan for the requisite 30 days each year, a difficulty arising from two classic causes: secular growth of the company and declining profitability. Possible remedies include reducing inventory through more efficient transportation and warehousing, reducing credit terms to customers, switching from seasonal to level production, improving profitability, decreasing dividends, and reducing sales growth."
Louis Vuitton, the flagship group within Moët Hennessy Louis Vuitton (LVMH), had contributed to the stellar growth of the group in 2010 and 2011. But, there were clouds on the horizon. Was the recent growth sustainable? What steps should Louis Vuitton take to address upcoming challenges? This case takes the student through the challenges a global company faces as it tries to grow a business that is based on one of the most valued high-end brands in the world. The case reveals the fundamental strategic tension between what a firm needs to do, given the competitive environment; what it can do, given its resources and organization; and what leaders want to do, given their fundamental motivations and beliefs, which shape the way they see the issues.