Biryani by Kilo (BBK) is a Gurugram (Near New Delhi, India) based Quick Service Restaurant founded by Koushik Roy and Vishal Jindal in 2015. The company specializes in serving authentic Indian dishes. They offer both dine in and delivery options and have multiple locations in India. They are known for using high quality ingredients and traditional cooking methods to create delicious biryani dishes. They brought many innovations to their offering. Now they wanted to create a McDonald's for Indian food but were in a dilemma about how to proceed. How could they eventually build a national brand and then expand it globally?
In February 2022, an emergency registered nurse who worked a night shift in a Toronto, Ontario hospital was appalled at the overwhelming number of patients arriving at the emergency department with mental health issues. In recent times, the increase in the number of mental health patients arriving in the emergency department, especially with the novel COVID-19 pandemic exacerbating the rise in mental health disorders, made the registered nurse aware of the need for effective strategies to address this issue. The growing interest and changing attitudes about psychedelic-assisted therapy was a potential treatment for mental health, which has the potential to disrupt the health care industry. From the beginnings of psychedelics use and research, starting with the creation of lysergic acid diethylamide (commonly known as LSD) in 1938 and the experimentation with psychedelics during the Cold War, questions were raised about the use of psychedelics in therapy and the need for further research to fully understand their potential as a treatment option. Based on the growing interest and changing attitudes about psychedelics in psychotherapy, the potential benefits and challenges of this field raised important ethical considerations that needed to be discussed and examined.
The Royal Belgian Football Association was a non-profit organization based in Brussels, Belgium that had a goal to organize, develop, and promote all forms of football in the country. To achieve this goal, it regularly interacted with many stakeholders including fans, commercial partners, association members, referees, and brand stewards. In 2021, the association was eager to digitalize these interactions through the use of its mobile app and added many features to the app over the next two years to support a fluid road map. However, during those two years, the performance of marquee teams was disappointing. More than ever, it seemed important to engender continuous digital engagement with stakeholders as a basis for further commercial growth. In March 2023, the director of marketing and communication and the director of digital, innovation, and technology were reviewing and assessing the association's digital strategy, especially during the previous two years, and strategizing about the future. Their assessment revealed several important questions about how to prioritize digital initiatives in the future.
Campusutra was a leading information and partially transactional portal operating in India that helped aspiring higher education students select appropriate educational institutions. It was founded in 2011 and initially focused on supporting a student's choice of management education. It added support for engineering schools. It was known for offering distilled and unbiased objective information about offerings, fee structure, peer-level engagement, and placement opportunities, and potential students remained loyal to the portal. Later, a friend advised the founder to make a strategic alliance with an EdTech company to monetize the intangible value it had created. The founder's dilemma was whether to pursue such an opportunity and risk diluting its mission.
This case study focuses on the emergence of art finance, a way to provide liquidity to art collectors by structuring loans using works of art as collateral. Sayuri Ganepola, global managing director of Art Finance at Christie's, provides a view of art lending from Christie's perspective and describes Christie's competitive advantages in this new line of business. Ganepola has to decide whether to lend against a portfolio of art and what risks such a loan could entail, given her overall portfolio of art loans. Students receive information on the collateral and are asked to provide recommendations. The field-based case provides background on the history of Christie's, its businesses, and its art lending operations. The case also discusses the art market and its historical returns on investment. Students have the opportunity to consider art as collateral for a loan and to discuss the challenges of risk management in art lending. At the Darden School of Business, this case is taught in "Financial Institutions and Markets," a second-year MBA elective. It is ideally suited for a course on financial institutions, money and banking, and risk management.
In June 2023, Prerna Mathews, vice president of Exchange-Traded Fund (ETF) Product Strategy at Mackenzie Investments (Mackenzie), was considering what ETFs to launch for the remainder of the year. As Mathews deliberated over the potential launch of a covered call ETF at Mackenzie, she had many things to consider. How would this product compare to existing investment solutions offered by Mackenzie? What should the underlying portfolio that the calls were written on be, and what percentage of the portfolio should be covered? What should be the expiration date and strike price on the written calls? Mathews knew that these critical product decisions would have significant consequences on how such an ETF would perform under various market conditions, as well as the costs Mackenzie would incur in managing the ETF.
In September 2022, the vice president of talent engagement at TBK Beverages met with the executive sponsor of a proposed mentoring program to discuss plans. A year earlier, employees had shared their dissatisfaction with the lack of access for under-recognized groups to executive-level mentorship and training, a dissatisfaction voiced in the context of rising awareness across the United States after the death of George Floyd. The vice president was reviewing survey data about mentorships and was responsible for developing an inclusive leadership mentoring program as part of the company’s diversity, equity, inclusion, and belonging initiatives. What approach should the mentorship program take and what elements should it include?
In mid-September 2022, Saumil Majmudar, the co-founder, chief executive officer, and managing director of Sportz Village faced a problem. The company, based in Bengaluru, India, was India’s leading sports education organization, which provided a structured physical education (PE) curriculum to K–12 schools. Thirteen years after its inception, EduSports, a division of Sportz Village, was unable to reach its goal of penetrating 5,000 schools with its PE curriculum. Research had indicated that the low penetration rate stemmed from not offering inter-school sports competitions to showcase the ability of the students involved in the structured PE program. Majmudar had to evaluate between two funding sources to enable EduSports to offer inter-school sports competitions: pass on the increased subscription price to students or keep the subscription price the same but look for brands to offset the increased costs of running inter-school events. Given that the yearly sales cycle would begin in about two weeks, Majmudar’s decision was urgent.
SAP’s global approach of Pledge to Flex was the foundation for hybrid working for its employees. The approach empowers employees to balance when, how, and where they work best, considering business requirements and local legislation. The organization’s people leaders co-developed a model with their team that considers customer and partner-specific needs. The case also describes SAP’s strategic move in establishing the Future of Work (FoW) organization to continually evaluate and innovate in this direction. The case raises the following questions: How does a large multinational company with a research and development centre in India decide on a hybrid model? How does a large multinational with a presence in several countries introduce a change plan conceived in the global corporate office, what are the challenges to this approach, and will it impact people’s experience and turnover? How much customization should be allowed? Will the true shift come with frequent assessment, experimentation, and application as per the changing needs?
As Lorena Scaloni sat in her office at Riverwalk Wealth Management, she was starting to get just a little nervous. The end of the week marked the day when she would be standing before a room filled with her peers and investment professionals, ready to present her vision for the future of Riverwalk’s financial advisory practice. The audience had no qualms about challenging her ideas or casting doubt if her vision lacked persuasiveness or her action plan failed to convince them.<br><br>As one of the three partners at Riverwalk, Scaloni had a reasonable understanding of the challenges confronting both the industry and her firm. Although not entirely clear, she knew that the financial advice industry was undergoing a significant reckoning. Scaloni identified her vision to ensure a thriving future for Riverwalk. Now she had to present that vision to her peers.
In June 2023, Prerna Mathews, vice president of Exchange-Traded Fund (ETF) Product Strategy at Mackenzie Investments (Mackenzie), was considering what ETFs to launch for the remainder of the year. As Mathews deliberated over the potential launch of a covered call ETF at Mackenzie, she had many things to consider. How would this product compare to existing investment solutions offered by Mackenzie? What should the underlying portfolio that the calls were written on be, and what percentage of the portfolio should be covered? What should be the expiration date and strike price on the written calls? Mathews knew that these critical product decisions would have significant consequences on how such an ETF would perform under various market conditions, as well as the costs Mackenzie would incur in managing the ETF.
In September 2022, the vice president of talent engagement at TBK Beverages met with the executive sponsor of a proposed mentoring program to discuss plans. A year earlier, employees had shared their dissatisfaction with the lack of access for under-recognized groups to executive-level mentorship and training, a dissatisfaction voiced in the context of rising awareness across the United States after the death of George Floyd. The vice president was reviewing survey data about mentorships and was responsible for developing an inclusive leadership mentoring program as part of the company's diversity, equity, inclusion, and belonging initiatives. What approach should the mentorship program take and what elements should it include?
In mid-September 2022, Saumil Majmudar, the co-founder, chief executive officer, and managing director of Sportz Village faced a problem. The company, based in Bengaluru, India, was India's leading sports education organization, which provided a structured physical education (PE) curriculum to K-12 schools. Thirteen years after its inception, EduSports, a division of Sportz Village, was unable to reach its goal of penetrating 5,000 schools with its PE curriculum. Research had indicated that the low penetration rate stemmed from not offering inter-school sports competitions to showcase the ability of the students involved in the structured PE program. Majmudar had to evaluate between two funding sources to enable EduSports to offer inter-school sports competitions: pass on the increased subscription price to students or keep the subscription price the same but look for brands to offset the increased costs of running inter-school events. Given that the yearly sales cycle would begin in about two weeks, Majmudar's decision was urgent.
SAP's global approach of Pledge to Flex was the foundation for hybrid working for its employees. The approach empowers employees to balance when, how, and where they work best, considering business requirements and local legislation. The organization's people leaders co-developed a model with their team that considers customer and partner-specific needs. The case also describes SAP's strategic move in establishing the Future of Work (FoW) organization to continually evaluate and innovate in this direction. The case raises the following questions: How does a large multinational company with a research and development centre in India decide on a hybrid model? How does a large multinational with a presence in several countries introduce a change plan conceived in the global corporate office, what are the challenges to this approach, and will it impact people's experience and turnover? How much customization should be allowed? Will the true shift come with frequent assessment, experimentation, and application as per the changing needs?
As Lorena Scaloni sat in her office at Riverwalk Wealth Management, she was starting to get just a little nervous. The end of the week marked the day when she would be standing before a room filled with her peers and investment professionals, ready to present her vision for the future of Riverwalk's financial advisory practice. The audience had no qualms about challenging her ideas or casting doubt if her vision lacked persuasiveness or her action plan failed to convince them. As one of the three partners at Riverwalk, Scaloni had a reasonable understanding of the challenges confronting both the industry and her firm. Although not entirely clear, she knew that the financial advice industry was undergoing a significant reckoning. Scaloni identified her vision to ensure a thriving future for Riverwalk. Now she had to present that vision to her peers.
Many CEOs dutifully check the boxes when it comes to their own annual feedback process â€" and that's it. These CEOs don't see value in it, so follow-up is spotty and organizations don't gain much from it. But there is a better way. Based on the author's real-world experiments with CEOs and senior leaders, this article shares three suggestions for dramatically increasing the impact of the annual CEO feedback process.
The case focuses on Bank Rakyat Indonesia (BRI), a state-owned enterprise (SOE), and its decision to enter the ultra-microfinance segment. It starts with a brief history of the bank and the government's involvement, before discussing BRI's current position and how it engages with micro, small, and medium-sized enterprises (MSMEs). After a brief overview of the microfinance sector in Indonesia and the opportunities this presents, it discusses possible ways for BRI to enter, and alternative strategies it could pursue.
This case discusses Toblerone chocolates' pricing strategy at duty-free shops in international airports and entails 15-20 minutes of reading time. It analyses how the world-renowned Swiss chocolate brand Toblerone created a successful market strategy for duty-free shopping, and why it is considered one of the most iconic brands in duty-free stores worldwide. Central to the case is the assessment of Toblerone's variable pricing strategy across different airports, and whether duty-free prices are lower than local store prices. What is the rationale behind Toblerone's pricing strategy? Is duty-free shopping actually cheaper? Adding depth to the analysis, the case also evaluates the pricing strategy of other products such as duty-free favourites like alcohol brand Johnnie Walker and electronics brand Apple iPhone, providing valuable comparisons. The Teaching Note supplements the case by comparing Toblerone prices to Dairy Milk, fostering a more comprehensive discussion. The goal is to offer insights into Toblerone's strategic approach to pricing within the unique context of duty-free markets and to stimulate thoughtful discussion on its sustainability and effectiveness in meeting consumer expectations.
After various failed attempts at finding employment for his son with Down Syndrome, Ong Chin Wah, along with four other caregivers of youths with intellectual disability (PIDs) decided to take matters into their own hands. In 2011, they started a cooperative 'Employment for Persons with Intellectual Disability (E4PID)', with its flagship initiative, 'Mushroom Buddies', a social project operated largely by people with intellectual disabilities. The urban farm started with help from a waste management company that offered to sponsor containers retrofitted to grow mushrooms, using the space leased from the Singapore government at a highly subsidised rate. As at June 2023, the farm employed seven PIDs and produced 5-12 kg of mushroom every day that were sold to local restaurants, walk-in customers and at farmers' markets. Mushroom Buddies gave the member caregivers more control over the work environment and the terms of employment, which helped create a model for sustainable, gainful employment for their special needs youth and the opportunity to support more intellectually disabled youth from the community. The founders are acutely aware of the constraints and capabilities their employees have, and recognised that the work needs to be structured and repetitive. 'Mushroom Buddies' was the first successful project by E4PID and while the initial progress is encouraging, for it to sustain and flourish, Ong needs to scale it and find more venture ideas, volunteers, and funds. This case can be used for graduate, post-graduate, and executive classes. Discussion of this case allows students to analyse the issues employees with intellectual disabilities encounter in the workplace.