Neeraj Bakshi, who bought a vodka distillery in 2019 in Mississauga, Ontario, had big dreams for the distillery and purchased a 2.5-hectare property in Welland, Ontario, to increase its production capacity. Bakshi had invested significantly in NB Distillers, which now produced three types of vodka, two types of whisky, and one type of gin, and he wanted to see nothing but success. He had advertised on billboards, bus shelters, and radio, but he wanted to spend his communication budget more strategically and was open to trying new ideas. Now, in May 2021, he needed answers to several important questions: What audience segment should NB Distillers target? How should Bakshi position the distillery? What other promotional tools might help him achieve greater brand awareness?

In 2017, Fatih Uysal (AMP 2021) became CEO of Kariyer.net. By then, the business was already the industry leading online job board in Turkey. However, faced with stalling growth, a turbulent macroenvironment, and growing competition from international players, Uysal kicked off a transformation of the business from an online job board to a horizontally diversified recruitment company, powered by Artificial Intelligence (AI). The case chronicles the transformation, highlighting new AI-driven tools built both for internal use and as products to be sold. The case also describes two new business lines (employer branding services/ virtual job fairs, and an online tech-talent job board coupled with training services) that showed potential to become new core products. By 2023, Uysal and his team were targeting doubling revenue and growing the contribution of non-job ad revenues from 30% to 50% of the total over the next three years. Uysal and his team were constantly balancing exploring promising new products and verticals against doubling down on those generating revenue today. In order to reach their financial targets, Uysal and his team were debating not only which product(s) to pursue but how to do so efficiently.

On December 15, 2020, the chief executive officer (CEO) of Australian event-staging company Stagekings Pty. Ltd. (Stagekings) was honoured with a SmartCompany Resilience award. Speaking at the event, he reflected on the dreadful day of Friday March 13, 2020, when a lockdown was announced due to COVID-19. In the 48 hours following this announcement, Stagekings lost all its live-event jobs. Sick to the core, the CEO decided to post an open letter asking Australians what they needed the most. Addressing many requests from people working from home, Stagekings rapidly launched a new brand, IsoKings, with a single product: a flat-pack desk. In just 15 months after its launch, IsoKing reported revenue of AU$1.5 million. As lockdowns lifted and people returned to offices, the CEO was worried: Should IsoKings be further developed, or should the company get back to its core business of making stages?

In March 2020, as COVID-19 was declared a pandemic, Atish Banerjea, the chief information officer of Meta Platforms Inc. (Meta) was tasked during a high-stakes senior management meeting with moving the company online. Banerjea knew that the future growth of Meta was dependent on talent and digitally enabling workers. He wondered how he was going to digitize Meta’s office-centric culture, in which almost all recruitment, onboarding, and workforce management activities relied on in-person engagement and processes. Until that point, all of Meta’s focus—and Banerjea’s mandate—had been to enhance in-person work. Banerjea assembled a team to rewire Meta’s onboarding and employee experience processes. They would have to quickly lead Meta’s pivot to remote onboarding and remote work around the world at scale.

Recent events show that resistance to civil rights progress for members of marginalized or underrepresented groups remains entrenched, and opponents of diversity, equity, and inclusion (DEI) efforts and other steps toward improving equity have been emboldened. Organizations that are committed to diversity must prepare for the cost of defending inclusive organizations and adopt policies that make it difficult to roll back diversity gains.

On April 20, 2010, Valerie Jarrett, Senior Advisor and Assistant to the President for Intergovernmental Affairs and Public Engagement, was sitting in her office in the West Wing. The split screens on her muted television in her office were, as usual, tuned to news channels to scan for breaking news. She looked up at the breaking news scroll and saw what appeared to be an oil rig fire. "I im-mediately called in my Chief of Staff and asked him to find out the details. Because if it was in America, it was going to become our problem," said Jarrett. She soon learned that a powerful ex-plosion rocked the Deepwater Horizon drilling rig, located about 40 miles off the coast of Louisi-ana. The rig was on fire and more than a dozen workers were unaccounted for after the blast. While the Coast Guard assumed the task of coordinating the emergency response, President Obama called on Jarrett to directly managing the political response. The case goes on to describe Jarrett's leadership actions-specifically, the measures she took to manage the White House's relationship to the governors of the five states affected by the spill, from the date of the explosion through the event's conclusion. HKS Case Number 2265.0.

Over her career as a business executive, Norwegian Anita Krohn Traaseth became a seasoned mentor for emerging professionals, guiding them through the complexities of navigating promotions, salary negotiations, and leadership development. Recognizing the demand for accessible and practical advice, she leveraged her expertise into various channels, including podcasts, books, and eventually clothing - encapsulating her wisdom in the form of discreet t-shirt messages worn under professional attire. As her innovative approach gained traction, Traaseth expanded her vision, designing a signature red suit intended to inspire confidence and self-assurance in the wearer. The KROHN ""slow fashion"" house was born. This engaging case study examines the foundations of KROHN's success through the lens of Blue Ocean Strategy. Professors seeking to enrich their classrooms with a captivating, real-world example of entrepreneurial innovation and strategic execution will find it to be a valuable resource for discussions on personal branding, unconventional marketing strategies, and the art of creating differentiation at low cost.

A traditionally mono-brand menswear luxury company faces growing competition from international groups and changes its brand focus from formal wear to leisure wear.

Chile, often considered among Latin America´s greatest economic success stories, suffered a shocking wave of protests in October 2019, as its citizens demanded reforms across healthcare and education systems, and protested inequality and rising costs of living. As Chileans and outside observers reviewed the situation, many reflected on the country's long history of inequality as the underlying source for public frustration. Chile´s inequality had declined since the late 1990s, largely due to previous governments' commitment to free market policies and economic growth. The country benefitted from a robust business sector that was open to international trade, and from a large and thriving middle class. Yet, Chileans were clearly angry, and their outrage now threatened to ruin the country's robust economy and political stability. Meanwhile, a growing number of observers became concerned and inspected the role that Chile's business sector had played in the country's successes and failures. Although business drove growth, it was also the sector that had escaped the troubles that beset so many other parts of the country. Moreover, Chile´s economic performance in 2022 was lackluster. What had gone amiss with one of Latin America's most successful economies? And who had the power, and responsibility, to make changes?

In March 2020, as COVID-19 was declared a pandemic, Atish Banerjea, the chief information officer of Meta Platforms Inc. (Meta) was tasked during a high-stakes senior management meeting with moving the company online. Banerjea knew that the future growth of Meta was dependent on talent and digitally enabling workers. He wondered how he was going to digitize Meta's office-centric culture, in which almost all recruitment, onboarding, and workforce management activities relied on in-person engagement and processes. Until that point, all of Meta's focus-and Banerjea's mandate-had been to enhance in-person work. Banerjea assembled a team to rewire Meta's onboarding and employee experience processes. They would have to quickly lead Meta's pivot to remote onboarding and remote work around the world at scale.

On December 15, 2020, the chief executive officer (CEO) of Australian event-staging company Stagekings Pty. Ltd. (Stagekings) was honoured with a SmartCompany Resilience award. Speaking at the event, he reflected on the dreadful day of Friday March 13, 2020, when a lockdown was announced due to COVID-19. In the 48 hours following this announcement, Stagekings lost all its live-event jobs. Sick to the core, the CEO decided to post an open letter asking Australians what they needed the most. Addressing many requests from people working from home, Stagekings rapidly launched a new brand, IsoKings, with a single product: a flat-pack desk. In just 15 months after its launch, IsoKing reported revenue of AU$1.5 million. As lockdowns lifted and people returned to offices, the CEO was worried: Should IsoKings be further developed, or should the company get back to its core business of making stages?

Most managers will one day be in a situation where they must help another employee with a mental health issue. How should they prepare for these conversations? What resources are available? This role-play case duo sets up a discussion on mental health-specifically, depression and anxiety-between an employee and their manager in a US context. Students will be assigned either the role of the boss or the direct report, and will be asked to navigate a difficult conversation around mental ill health and performance at work. The material allows students to learn about the various policies and laws that govern these discussions and the typical workplace resources that may or may not be available, and to practice having these tricky conversations. This case set may not be appropriate or useful for audiences with several employees who work or plan to work outside of the United States because mental health symptom presentations, norms surrounding mental health discussions, and mental health resources in other countries differ significantly from what is discussed in this case set.

Most managers will one day be in a situation where they must help another employee with a mental health issue. How should they prepare for these conversations? What resources are available? This role-play case duo sets up a discussion on mental health-specifically, depression and anxiety-between an employee and their manager in a US context. Students will be assigned either the role of the boss or the direct report, and will be asked to navigate a difficult conversation around mental ill health and performance at work. The material allows students to learn about the various policies and laws that govern these discussions and the typical workplace resources that may or may not be available, and to practice having these tricky conversations. This case set may not be appropriate or useful for audiences with several employees who work or plan to work outside of the United States because mental health symptom presentations, norms surrounding mental health discussions, and mental health resources in other countries differ significantly from what is discussed in this case set.

SRK Exports Pvt. Ltd., a family-owned diamond firm based in Surat, India, has over 6000 employees. Despite facing economic downturns and the COVID-19 pandemic, the company, under the guidance of founder Govind Dholakia, has managed to avoid employee layoffs. SRK's HRM practices, including performance management, training and development, recruitment and selection, employee engagement, and CSR, are well-integrated with the company's values and culture, and are supported by the Quadruple Bottom Line Approach. As the firm continues to grow and leadership transitions to the next generation, SRK must remain vigilant in maintaining its sustainable HRM practices. This case study examines the events that contributed to SRK's success in the diamond industry and highlights future challenges for the company.

Leaders seeking to hire across all racioethnic groups in order to foster a more diverse, inclusive, and equitable workplace are likely to find that recruitment will become more challenging in the wake of the U.S. Supreme Court decision banning affirmative action in college admissions. Considering candidates from a wider range of institutions rather than favoring graduates of elite universities is among the tactics the author suggests for surfacing high-potential candidates from disadvantaged racioethnic groups.

Over two decades old, Effet Boomerang is an advertising agency based in Quebec, Canada. In recent years, it has found it harder to win client contracts, which has been partially due to changes in the industry. This has left its co-founder and president examining her options for repositioning the agency. This case provides an interesting opportunity to introduce students to internal and external analyses by having them examine how a small firm may leverage its strengths to effectively adapt to a changing industry.

ZOLOZ, a biometrics platform within the Chinese technology provider Ant Group, served more than one hundred million overseas users with its advanced biometrics identification technology. In 2018, ZOLOZ’s general manager was appointed to promote the company’s facial recognition technology overseas, extending the company’s global ambitions. ZOLOZ aimed to not only increase its user base but also promote the growth of electronic Know Your Customer (e-KYC) processes. The company successfully expanded to the Philippines and planned to enter other Southeast Asian countries, helping users open accounts remotely. ZOLOZ’s general manager needed to decide how it could continue to expand the use of facial recognition technology to the rest of Southeast Asia.

What is unique about innovation in a social entrepreneurship setting compared to that of general entrepreneurship? The IngCare case serves as an illustration of these disparities across multiple dimensions, including its founding mission, entrepreneurial methods, organizational mechanisms, and growth trajectories. IngCare's founding mission was to leverage technological tools to enhance the quality of autism rehabilitation and ensure accessibility to professional rehabilitation services for every child. Over eight years on since its establishment, IngCare had undertaken various initiatives, such as developing a cloud classroom for training autism rehabilitation teachers and introducing the VB system for assessing autistic children's skills. However, the VB system faced criticism from many institutions that used it. In response, IngCare established its own rehabilitation centers to showcase and advocate for applying the VB system. This transition marked IngCare's shift from solely a product and service provider to an operator of offline rehabilitation facilities. As of early 2022, IngCare operated two primary business segments: 15 directly operated high-end institutions and external empowerment. Both business segments faced enormous growth opportunities, but the associated challenges were also daunting. Being aware of IngCare's limitations in resources and capabilities when striving for simultaneous excellence in both realms, the founding team found themselves at a strategic crossroads. Should their forthcoming strategic focus revolve around expanding rehabilitation institutions or empowering the industry through selling digital products and services?

In 2022, the India-based patient-centred integrative oncology start-up ZenOnco was struggling with brand equity and impact. The company had introduced two innovative apps-Ziopar and CANNECT-to help empower, educate, and enable patients and caregivers to access scientifically-based information and support on cancer treatment. However, the company had yet to become the most sought-after platform for cancer guidance. More than a dozen oncology start-ups were springing up across India's fragmented, disorganized, and complex cancer-care industry, known for service-delivery issues and high drug costs. ZenOnco's biggest challenge was brand building and navigating the customer service journey to become the preferred destination for free and low-cost, fact-based cancer-care guidance, counselling, and support.

In August 2022, Falguni Nayar, the founder and chief executive officer of Nykaa-a Mumbai, India-based omnichannel beauty, personal care, and fashion retailer-confronted declining profitability and a stock price that had fallen 36 per cent since the company's initial public offering in late 2021. As a woman entrepreneur who had launched her venture at the age of 49, Nayar's attempt to emulate the French multinational retailer Sephora in the Indian market had had a strong start amid heady media coverage. However, the company had been expanding out of its core beauty and personal care market, where it was an early entrant, to the crowded and highly competitive fashion market, which impacted profitability. Nayar and her management team had to address two major issues: determining how to increase profitability and deciding whether or not to make a strong push to India's Tier 2 and Tier 3 cities, where the competitive intensity was likely to be lower, but the demographics were unlike those in the country's large metropolitan areas, where Nykaa was successful.