The liner shipping industry transported the bulk of the world's cross-country semi-finished and manufactured goods and was fundamental to global trade, economic growth, and prosperity. Despite its importance, the industry suffered from poor profitability. Common explanations were that shipping rates were too low and industry capacity too large. The COVID-19 pandemic also negatively affected the industry, followed by a quick recovery in the second half of 2020 that led to increased cargo volumes, and in 2021, the highest rates in almost two decades. Amid growing optimism, the question was whether the industry was on a long-term path to sustained profitability.
Located in the Shenzhen-Hong Kong Cooperation Zone in Shenzhen, China, Vanke Port Apartment (Vanke Port) was the leader among China's centralized long-term apartment rental enterprises. Recently, the company had improved its cost and operational efficiency and recorded stellar performance. A key partner in Vanke Group recalled the struggles Vanke Port had encountered on its way to achieving this performance. In 2019, Vanke Port had been battling to survive, and shortly after, the business was hit by the COVID-19 pandemic. In response, Vanke Port capitalized on digital technologies and carried out major organizational changes. As the company made it through the crisis and even started to thrive, the partner needed to present the lessons learned and recommend next steps to the board of directors.
This case presents an interesting sequel to a successful product innovation called Carvaan. The product offering could be recognized as reverse positioning. In a market that had a proliferation of sophisticated technological gadgets, the retro-transistor-like device that could shuffle and provide Hindi music of yesteryear was welcomed for its simplicity. Managing Director Saregama India, Vikram Mehra, was confident that the hundred-year-old company could shift from a B2B to a B2C company with Carvaan. As a result, in the next two years, the firm came out with several product variants in quick succession. The latest in the line were CarvaanGo, launched in April 2019 and Carvaan 2.0 in June 2019. While CarvaanGo was a pocket-sized-iPod-like version of the original Carvaan, Carvaan 2.0 was an advanced version, still shaped like a retro transistor but loaded with additional features to enhance the listening experience. Mehra had great hopes that with these brand extensions, the entire music-listening consumer, regardless of age, could be targeted. However, as was evident from the sales figures, these variants had not been able to garner the same success as the original. It was quite clear that Carvaan 2.0 and CarvaanGo both needed promotional backing. The quintessential question was, should the Carvaan product range cover the entire spectrum of music listeners- both old and young- or would it be wiser to stay with the older generation.
This case features a family business working to better integrate the voice of the whole family into corporate governance. In November 2019, the Herschend Enterprises board prepared to elect its first family chair in almost 20 years. For several years, the business, which owned and operated multiple popular US-based theme parks and other entertainment offerings, had been governed by a majority independent board led by an independent chair and run by a non-family CEO, with an engaged but largely hands-off family ownership group. Third- and fourth-generation owners struggled with how best to provide input on company direction. This was partly because several longtime independent directors, who were deeply trusted by the family and knew the business very well, were able to shape decisions and wield influence with minimal family input. In this context, the family had recently formed an owners' council responsible for consolidating the owners' voice. But the inaugural council members recognized that family leadership in general remained concentrated among a few members who filled slots on the family council, owners' council, and board. The company therefore had no effective mechanism in place to consolidate the voice of the owners and assure this was heard in the boardroom. Instead, it relied on the individual voices of owners who reached out to independent directors or on owners who already served as family directors. Grappling with these challenges were third- and fourth-generation family and owners' council members Chris (the incoming board chair), Jim, Jonn, and Austin Herschend--all serving or former Herschend corporate board directors. They considered how best to unify and engage the family around issues such as advising and working with the board, engagement of the broad ownership group, determination of optimal profiles for owners' council members and family directors, and the looming decision of moving from an independent chair to a family chair.
Making strategy behind closed doors results in copycat, unimaginative, and biased strategies that often fail. Opening up your strategy-making process to participants from outside the C-suite and outside your company offers leadership teams access to diverse sources of external knowledge, exposes cognitive biases, and builds the buy-in needed to speed execution. The authors describe the steps leaders must take to successfully implement open strategy at their companies.
The program head for retail talent acquisition at Yes Bank Limited needed to improve the talent acquisition process to fill vacant positions for relationship managers—a critical position within the business unit. Competition for talent was severe, with multiple positions at competing organizations open to suitable candidates, and screening the necessary number of candidates to ensure recruitment success was time-consuming and frustrating for everyone involved. One of the bank’s business leaders, particularly frustrated with the hiring process and the lack of consistency with candidate selection, was pressing for an urgent solution.<br><br>One option was to use an artificial intelligence (AI) platform, which centralized the candidate applications and improved the screening process by using machine learning to review videotaped candidate interviews. AI ranked the candidates, providing access to a larger talent pool and a quicker path to acquiring the needed talent. The process would resolve the bottlenecks that job aspirants typically faced in the traditional interview process, but would the tool dehumanize the entire process and undermine the interactions that ultimately led to better conversions and future integration with the brand and values of Yes Bank?
On June 9, 2021, the owner and director of S.I.T. Car Rental, which was located in Trinidad and Tobago, was considering whether he should upgrade his fleet of cars. The COVID-19 pandemic had negatively affected his sales in 2020 and 2021, although the owner was hopeful that he could increase demand by the end of 2021, once the need for pandemic-related lockdowns had ended. He had recently retired one of his older cars and so needed to decide whether he should purchase a new car to replace it or downsize his fleet. If he decided to purchase another car, he had to choose between a used economical vehicle and a new luxury vehicle.
In 2018, automotive tycoon Carlos Ghosn was arrested in Japan on financial misreporting charges, followed later by charges of improper payments and misappropriation of funds. Over a year later, still awaiting trial, Ghosn organized his escape from house arrest in Tokyo to Beirut, Lebanon, where he held a press conference alleging an unfair Japanese justice system and political persecution. This case introduces the business and legal context surrounding Ghosn's case, and explores Ghosn's perspective and decision-making process from the time between arrest and escape.
In June 2021, Darden Restaurants CEO Gene Lee contemplates how to position the world's biggest full-service restaurant more than one year into the COVID-19 pandemic.
On June 9, 2021, the owner and director of S.I.T. Car Rental, which was located in Trinidad and Tobago, was considering whether he should upgrade his fleet of cars. The COVID-19 pandemic had negatively affected his sales in 2020 and 2021, although the owner was hopeful that he could increase demand by the end of 2021, once the need for pandemic-related lockdowns had ended. He had recently retired one of his older cars and so needed to decide whether he should purchase a new car to replace it or downsize his fleet. If he decided to purchase another car, he had to choose between a used economical vehicle and a new luxury vehicle.
On April 5, 2017, the lead link at Liip AG, in Lausanne, Switzerland, was reflecting on the past seven years. The digital services organization had gone through a rapid development, from a company with a team-based structure led by a top management team to a holacratic organization. A holacratic structure was based on a skeleton of roles and processes, with individual employees self-defining their work with the intent to help the company fulfill its purpose. However, was a holacratic structure sustainable over the long term for a growing company? What potential inefficiencies might Liip AG face under a holacratic structure and how could the organization overcome them?
O’Desi Meals was a food and beverage start-up based in Dublin, Ireland that aimed to deliver high-quality, healthy, home-cooked Indian food meals at affordable prices to customers who wanted delivery without compromise on taste or health. A second and more important objective that had driven the founding of the venture was to empower the population of underprivileged homeless individuals in Dublin. In March 2020, the outbreak of the COVID-19 pandemic dramatically affected projected estimates for O’Desi Meals operations and revenues. Demand for meals and its subscription-based sales increased exponentially. The substantial increase in orders and popularity strategically challenged the venture’s sustainability. To address this challenge, O’Desi Meals adopted two strategies: one short-term, to ensure sustainability (i.e., revenue generation); and one long-term, to ensure growth. Could O’Desi Meals become a successful and socially responsible authentic Indian meals provider by applying these two strategies?
In September 2021, the chief operating officer and executive vice-president of HealthCare atHome India Pvt. Ltd. (HCAH India), based in Mumbai, India, was concerned about his company’s future. Founded in 2012, HCAH India provided a wide range of health services at home, including intensive care, step-down beds, post-operative care, nursing, physiotherapy, attendant services, and elderly care. During the COVID-19 pandemic, the company was growing at a rate of 60 per cent month over month. While the COVID-19 virus continued to strain the country’s health care system, the chief operating officer and executive vice-president faced numerous organizational and social challenges. HCAH India had responded quickly to address the home health care needs of patients during the pandemic. It was even recognized for its excellence by the Federation of Indian Chambers of Commerce and Industry as the best home health care provider. However, how could the organization evaluate its options and focus on internal capabilities, while building on its strengths to meet future challenges?
Banking Circle (A): EQT, a global investor in private equity, infrastructure, real estate and venture had a long track-record of supporting the development of companies with significant growth potential. Its Venture equity unit had discovered Banking Circle, a fintech involved in the underlying payments infrastructure and disrupting the traditional correspondent banking industry. However, it passed on the investment. After Banking Circle showed significant growth, EQT Private Equity unit re-looked at the potential investment and had to figure out the right structure to hold the investment. Banking Circle (B): EQT invested in Banking Circle, and held it across two of its funds - a Venture fund and a Buyout Fund. It also led to a Growth strategy. After good growth from EQT, it was time to decide what to do with the investment - take profit and sell, or hold for the long term.
Banking Circle (A): EQT, a global investor in private equity, infrastructure, real estate and venture had a long track-record of supporting the development of companies with significant growth potential. Its Venture equity unit had discovered Banking Circle, a fintech involved in the underlying payments infrastructure and disrupting the traditional correspondent banking industry. However, it passed on the investment. After Banking Circle showed significant growth, EQT Private Equity unit re-looked at the potential investment and had to figure out the right structure to hold the investment. Banking Circle (B): EQT invested in Banking Circle, and held it across two of its funds - a Venture fund and a Buyout Fund. It also led to a Growth strategy. After good growth from EQT, it was time to decide what to do with the investment - take profit and sell, or hold for the long term.
China's agricultural sector is undergoing rapid transformation, but with growth come serious problems such as labor shortages, soil compacted by machinery, and chemicals (pesticides) that pollute the earth. In parallel, therefore, a major technological transformation is underway. The case follows JIFEI (XAG) Technology as it pivots from making consumer drones to agriculture drones, eventually becoming an agriculture tech company. It describes the automation and digitalization of the agriculture sector in China using JIFEI as an illustration of value innovation, penetration of the agricultural market, and a shift in core competences.
On April 5, 2017, the lead link at Liip AG, in Lausanne, Switzerland, was reflecting on the past seven years. The digital services organization had gone through a rapid development, from a company with a team-based structure led by a top management team to a holacratic organization. A holacratic structure was based on a skeleton of roles and processes, with individual employees self-defining their work with the intent to help the company fulfill its purpose. However, was a holacratic structure sustainable over the long term for a growing company? What potential inefficiencies might Liip AG face under a holacratic structure and how could the organization overcome them?
O'Desi Meals was a food and beverage start-up based in Dublin, Ireland that aimed to deliver high-quality, healthy, home-cooked Indian food meals at affordable prices to customers who wanted delivery without compromise on taste or health. A second and more important objective that had driven the founding of the venture was to empower the population of underprivileged homeless individuals in Dublin. In March 2020, the outbreak of the COVID-19 pandemic dramatically affected projected estimates for O'Desi Meals operations and revenues. Demand for meals and its subscription-based sales increased exponentially. The substantial increase in orders and popularity strategically challenged the venture's sustainability. To address this challenge, O'Desi Meals adopted two strategies: one short-term, to ensure sustainability (i.e., revenue generation); and one long-term, to ensure growth. Could O'Desi Meals become a successful and socially responsible authentic Indian meals provider by applying these two strategies?