Aditya Goel, co-founder of Love In Store Technologies Pvt. Ltd. (Love In Store), had had a great run despite the COVID-19 pandemic, which started in 2019. Goel and his technology partner had created Love In Store as an entrepreneurial venture that offered a one-stop solution to fast-moving consumer goods (FMCG) companies in India, the majority of which handled the bulk of their supplies through distributors and wholesalers. Love In Store provided both people and technology (tech) to supervise distribution activities for FMCG companies. After the initial success with FMCG companies, Goel also added a tech solution related to payments made to distributors, which would be based on actual proof of promotions. Love In Store’s application (app)-based technology solution streamlined the previously complex and tedious process of supervising distribution and managing sales territories—which had required distributors’ salespeople to write orders, check inventory of stock-keeping units in various categories, and benchmark competitive campaigns, as well as manage sales promotions and merchandising displays and inform retailers about company schemes and policies. Love In Store’s app enabled its appointed people to take care of this supervision, generate reports, pass on orders to the distributors, and support the distributors. After the company’s initial success, and once its turnover reached ₹10 million, Goel and his co-founder decided to expand their operations. The aftermath of the pandemic dominated Goel’s thinking, and he wondered whether it was a good strategy to keep the business restricted to one domain only. While he needed to manage running the business, he was also contemplating the challenge of expanding into other business areas.
In February 2022, Sudhir Kumar Singh, head of human resources (HR) at Tata Steel Limited (Tata Steel)—one of India’s oldest and largest steel producers—was meeting with the vice president of HR to discuss how a unique pilot project to employ transgender people at the mine could be rolled out across the entire company. The long-term objective of the initiative was to improve diversity, equity, and inclusion (DEI) and contribute toward achieving a 25 percent diverse workforce by 2025. Although the pilot project had been successful, how could the HR team now scale up the transgender initiative across Tata Steel? Singh understood that to overcome these challenges he needed to adopt a multi-stakeholder approach, plan holistically, and integrate all the learnings from the pilot project to create a clear, consistent, and comprehensive plan that could be discussed with the vice president of HR.
Aditya Goel, co-founder of Love In Store Technologies Pvt. Ltd. (Love In Store), had had a great run despite the COVID-19 pandemic, which started in 2019. Goel and his technology partner had created Love In Store as an entrepreneurial venture that offered a one-stop solution to fast-moving consumer goods (FMCG) companies in India, the majority of which handled the bulk of their supplies through distributors and wholesalers. Love In Store provided both people and technology (tech) to supervise distribution activities for FMCG companies. After the initial success with FMCG companies, Goel also added a tech solution related to payments made to distributors, which would be based on actual proof of promotions. Love In Store's application (app)-based technology solution streamlined the previously complex and tedious process of supervising distribution and managing sales territories-which had required distributors' salespeople to write orders, check inventory of stock-keeping units in various categories, and benchmark competitive campaigns, as well as manage sales promotions and merchandising displays and inform retailers about company schemes and policies. Love In Store's app enabled its appointed people to take care of this supervision, generate reports, pass on orders to the distributors, and support the distributors. After the company's initial success, and once its turnover reached ₹10 million, Goel and his co-founder decided to expand their operations. The aftermath of the pandemic dominated Goel's thinking, and he wondered whether it was a good strategy to keep the business restricted to one domain only. While he needed to manage running the business, he was also contemplating the challenge of expanding into other business areas.
Lufthansa knew it had to do more to become truly data-driven. The airline's data experts were struggling to get everyone behind the company's transformation goals, and data and AI literacy was low. The organization felt that turning all of its leaders into data leaders would be key to its future success. In creating a data leadership program, Lufthansa learned much about the roles that different people play in data-driven change. Its approach has lessons for others facing similar challenges.
A survey of 500 U.S. realtors shows 32% had at least one client who relocated in 2023 due to political fit. What does this mean for your ability to attract and retain talent? Plenty. Examine three approaches that leaders and organizations can take to navigate the tensions, as illustrated in real-world examples.
MedoPlus is a startup working in the space of rural health care in India. Its pilot is currently running in five districts near Lucknow in Uttar Pradesh. The MedoPlus model connects villagers to the nearest health-care facility through an app mediated by a local villager, the MedoMITR. In only 18 months, the company has managed to reach 200,000 registered customers with 50,000 patients accessing health-care facilities. The management team at MedoPlus are planning for the next growth phase and considering the challenges ahead to obtain Series A funding for the company's expansion.
MedoPlus is a startup working in the space of rural health care in India. Its pilot is currently running in five districts near Lucknow in Uttar Pradesh. The MedoPlus model connects villagers to the nearest health-care facility through an app mediated by a local villager, the MedoMITR. In only 18 months, the company has managed to reach 200,000 registered customers with 50,000 patients accessing health-care facilities. The management team at MedoPlus are planning for the next growth phase and considering the challenges ahead to obtain Series A funding for the company’s expansion.
Today's AI developers struggle to predict which algorithms will work. AI lacks a basis for inference: a solid foundation on which to base predictions and decisions. This makes AI tough to explain, creates mistrust, and dooms many AI models to fail in deployment. However, help for AI teams and projects is available from an unlikely source: classical statistics. This article explains how business leaders can apply statistical methods and engage statistics experts to improve results.
The Carvajal case is based on interviews with four family members and executives of Carvajal S.A., one of Latin America's leading family businesses. The case focuses on how, over the span of 120 years, the Carvajal family built a holistic family enterprise to govern both its business and its family ownership structure. The system includes the typical governance attributes of a large family enterprise - including a family council, shareholders' assembly and family constitution - and in addition, it puts special emphasis on entrepreneurship and social and economic welfare. Yet, with the family expanding in size and scattering geographically, the Carvajal family must continue to innovate and adapt their family enterprise model. The case explores the particular challenges related to family governance, ownership and CEO succession. It details how Carvajal established NextGen programs and fostered entrepreneurship as a "glue" to bind the family together. It also shows how Carvajal achieved collective impact by aligning the purpose of the business with the purpose of the family foundation, the family council and the wider family enterprise. From a broader perspective, the case illustrates how to manage family governance issues in a multi-generational family enterprise by understanding and applying the mechanisms that are available, and by maintaining a healthy balance between family leadership and independent governance.
The executive director of Meals on Wheels London (MOWL) was struggling with a lack of volunteers to deliver meals to the not-for-profit organization’s customers. MOWL provided nutritional support for adults with disabilities and older people who required short-term or long-term assistance. Several options were under consideration to mitigate the volunteer issue. These included using new, state-of-the-art computer software to allocate volunteers more efficiently; running a volunteer recruitment campaign; and hiring paid delivery drivers to supplement MOWL’s volunteers. The executive director needed to make a quick decision to present at a fast-approaching board meeting where any necessary funding would need to be approved.
This case describes the origins, design, and operations of a social enterprise that was working on the challenge of making high-skill employment opportunities available to non-speaking people with autism. Key to the organization’s efforts was a unique community model that provided the supports needed to activate the talents of a group of people who had historically been excluded from the labour market. These activities were an important part of the overall evolution of work that was happening in the early twenty-first century due to shifting social, technological, and competitive factors.
In February 2022, Sudhir Kumar Singh, head of human resources (HR) at Tata Steel Limited (Tata Steel)-one of India's oldest and largest steel producers-was meeting with the vice president of HR to discuss how a unique pilot project to employ transgender people at the mine could be rolled out across the entire company. The long-term objective of the initiative was to improve diversity, equity, and inclusion (DEI) and contribute toward achieving a 25 percent diverse workforce by 2025. Although the pilot project had been successful, how could the HR team now scale up the transgender initiative across Tata Steel? Singh understood that to overcome these challenges he needed to adopt a multi-stakeholder approach, plan holistically, and integrate all the learnings from the pilot project to create a clear, consistent, and comprehensive plan that could be discussed with the vice president of HR.
The executive director of Meals on Wheels London (MOWL) was struggling with a lack of volunteers to deliver meals to the not-for-profit organization's customers. MOWL provided nutritional support for adults with disabilities and older people who required short-term or long-term assistance. Several options were under consideration to mitigate the volunteer issue. These included using new, state-of-the-art computer software to allocate volunteers more efficiently; running a volunteer recruitment campaign; and hiring paid delivery drivers to supplement MOWL's volunteers. The executive director needed to make a quick decision to present at a fast-approaching board meeting where any necessary funding would need to be approved.
The product recommendation website BeM was launched in 2020 in Brazil to explore the significant and untapped potential of the country's online reviews market. Inspired by US models, BeM's webpages featured expert-generated reviews of products in four categories: air fryers, headphones and earbuds, Bluetooth speakers, and irons. Its revenue model centered on participating in affiliate marketing programs: BeM's website included links to various online merchants' pages, and the group earned commissions when users made purchases through these links. After a year of operations, BeM had attracted 186,000 visitors to its webpages, but sales conversion remained a challenge. While over 80% of customers who read BeM's reviews clicked on affiliate links, under 1% completed a purchase immediately or shortly after. The field-based case study features BeM's executive director, Josiane Schunck, as she prepares to discuss the start-up's future with its four cofounders. The key question the group needs to address is whether to keep growing the BeM website or move on to another venture, where they could apply the learnings from this experiment. Should they embrace Silicon Valley's "fail fast, learn faster" mantra, or make adjustments and double down on the BeM bet? If they decide to continue growing the business, what could be the most effective strategies to enhance BeM's financials, reducing costs and boosting revenue generation? Could partnerships with media groups, retailers, or manufacturers help BeM build alternative revenue sources, or would it be better to keep operating independently? And which product categories should BeM focus on next, not only to attract more users but also to improve its sales conversion rates? This case is appropriate for use in an MBA, executive education, or undergraduate course on entrepreneurship, marketing, innovation, digital disruption, or digital businesses.
Products designed for the average user can unintentionally exclude those with special needs or from marginalized populations. People designing products for a more diverse set of users can start by asking a simple set of questions. The ADDRESSING framework, which considers diversity along multiple dimensions, including age, disability, religion, and nationality, can help product teams widen their view of their target market.
The Blue Hill case follows the journey of Dan Barber, one of the world's leading chefs. Having understood the limitations of the "substitution" model of sustainability, he redesigns his restaurant as an innovation lab for the food industry, seeking to win stakeholders' hearts and minds and embed it in the local ecosystem. The case provides an inside view of the innovation process and how, in collaboration with the local ecosystem, Dan reimagines the architecture of the food industry - its economics and operational activities - to create a "regenerative system", i.e., one that replenishes rather than depletes resources. The principles of regenerative design include (i) redesigning the system from beginning to end, (ii) giving as much, or more, than it takes, (iii) paying attention to interconnectedness, (iv) creating change through awareness, agency, and affection. Although set in the food industry, the lessons apply to all sectors of business.
This technical note provides a framework on innovation as a process ("how"), rather than just an outcome ("what"). It explains that innovation is a set of activities, incentives, and metrics that, when structured and implemented effectively, maximize the potential for novel ideas to be transformed into valuable solutions. By framing innovation as a process, decision-makers and leaders within organizations can actively manage this process to create new products, services, and business models. This note introduces insights from the operations management and new product development perspective as well as provides actionable levers to identify and manipulate the activities, incentives, and metrics that support the creation of new solutions.
This case encapsulates the challenges faced by Jegan Damodaraswamy in extending the core competency of quality and customer service for the renowned Hotel Annapoorna, in Coimbatore, India. In addition, he had to figure out how to overcome the hurdles after his grandfather's death and retain the organization's legacy. Damodaraswamy was a third-generation entrepreneur who took over the business as chief executive officer in 2023. Since taking over, he has introduced many changes and instilled business ethics in the organization. The organization bloomed under his leadership. However, COVID-19 caused a slump in the organization. They were unable to employ a full staff, and sales plunged drastically. How would Annapoorna rebuild its brand and reposition itself? Would Damodaraswamy re-envision his grandfather's aspirations and strengthen the brand value? Should he drive toward transforming the organization and redefining its vision? The case illustrates change management in an organization and the trade-off between expanding a sustainably profitable core competency and growth to its other verticals.