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This case, which follows up on "The Evolution of a Practitioner to Leadership (A)"

Amazon was one of the first entrants in e-commerce. Under the leadership of founder Jeff Bezos, Amazon had expanded beyond books to manufacturing and selling a wide range of products and services globally. Bezos had built a customer-centric culture that permeated all aspects of the company. As Amazon continued to grow and expand into new business areas, would it be able to maintain its culture and practices? How much of Amazon's success depended on the cult of Bezos? As the company continued to diversify beyond Bezos's immediate oversight, what could Amazon do to ensure that it stayed relentless?

How should historic social injustices be addressed? Survivors of the 1921 Tulsa Massacre and their descendants, including Representative Regina Goodwin of Tulsa, believe they should be addressed through reparations and have consequently continued to push the government of Tulsa to pay reparations for the massacre. In 2020, after no direct reparations and largely symbolic governmental efforts, proponents of reparations wondered if that call would finally be answered. The upcoming centennial of the massacre, the resurgent Black Lives Matter movement, and discussions within the U.S. about reparations broadly have made the issue more salient. The case guides students to consider the specific issue of reparations for the Tulsa Massacre, the idea of reparations generally, and the use of reparations to respond to the effects of slavery and racist governmental policies in the U.S. The student also considers the role of business in responding to racial justice issues. We are offering this important product free for all readers

The blizzard of regulatory action swirling around Big Tech platforms is producing outcomes that will affect many other companies across industries that have adopted or are considering adopting platform business models. Yet, few platform operators and owners have fully considered the growing regulatory risk and how it could derail their businesses. Here are the internal and external responses they should be considering now.

In 2017, Tarana Burke, founder of the movement against sexual violence known as Me Too was unexpectedly catapulted to international fame. The phrase she had coined to promote a sisterhood of survivors, "Me Too," had become a viral social media hashtag. Within days, Burke went from being a grassroots community organizer to a national icon and the movement she had nurtured for more than a decade in Church basements and school classrooms, erupted into a global rallying cry that brought down the careers of dozens of powerful men accused of sexual misconduct, including Hollywood producer Harvey Weinstein and many others in more than 80 countries. Soon, she was named one of Time magazine's 100 most influential people and was awarded the prestigious Ridenhour Prize for Courage, which she shares with luminaries such as John Lewis. To Burke, a reckoning on sexual violence on such a large scale was long overdue, but neither her newfound celebrity nor the growing notoriety of the Me Too movement had ever been part of the plan. This case provides a rare behind-the-scenes look at the evolution of Burke as a leader from her early days as a community organizer to the years after she had become a household name. Burke's refreshingly honest account of her internal and external dilemmas as she created and sustained a movement to empower survivors of sexual violence, against considerable odds-and despite significant backlash from many quarters-offers important lessons for students of leadership everywhere.

Set in 2016 in Hyderabad, India, the case follows Puvvala Yugandhar, Senior Vice President at Dr. Reddy's Laboratories (DRL), as he decides what to do about an underperforming production policy at their plants. Adopted a decade earlier, the policy, called Replenish to Consumption -Pooled (RTC-P), had not delivered the expected results. Specifically, the plants had been seeing an increase in production switchovers and creeping buffer levels for certain products, which had led to higher holding costs and lost sales for certain products. A senior consultant had suggested that DRL switch to a demand estimation-based policy called Replenish to Anticipation (RTA), which attempted to address the above concerns by segregating production capacity and updating buffer levels using demand estimates. However, Yugandhar, well aware of the challenges of changing production policies, wanted to explore a variant of RTC-P called Replenish to Consumption -Dedicated (RTC-D), which followed the same buffer update rules as RTC-P but maintained dedicated capacities for a subset of products.

Leaders subconscious values influence how much risk they are willing to tolerate and how open they are to pursuing innovation and thus how they make decisions and achieve their goals. These subconscious values shape strategies and tactics by directing leaders focus and influencing how plans are made and implemented. Understanding and acknowledging these biases in themselves and others can help leaders stay aligned with organizational strategy.

On December 22, 2017, President Donald J. Trump signed into law the Tax Cuts and Jobs Act of 2017 (TCJA). While many pundits focused on the bigger ticket items of the bill, there was a small provision tucked away in the 185-page document that promised to have outsized influence on the investment strategies of high-net-worth individuals, and others sitting on appreciated investments, throughout the country: Opportunity Zones (OZs). This note addresses what Opportunity Zones are, how they came into being, and their implications. It also addresses Opportunity Zones in relation to the COVID-19 pandemic and the 2020 US presidential election.

In 2018, Vince Wong, the founder and chief operating officer of Toronto-based artificial intelligence firm Dessa, faced the challenge of developing a diverse workforce and a culture supportive of diversity through his hiring practices at the rapidly growing start-up. Until now, Wong had handled all of the hiring at the 30-person firm himself. However, as he expected the firm to double in size within the next year, Wong had hired an internal recruiter and was considering how to formalize and transition hiring in a way that supported expanding diversity within the firm. Wong's main focus was on determining how to support diversity through hiring and inclusion via the development of a staffing system that aligned with his desire to develop a more diverse and inclusive workforce.

In 2017, the chief executive officer (CEO) and chair of the board for DSM Industrial (DSM), a family-owned business in Newfoundland and Labrador, Canada, was considering his retirement. The company had been started by his father in 1964, and the CEO had worked there since he was 20 years old. Now he was planning on retiring within the next few years. However, he needed someone to take over the top-level management of his family's commercial and residential construction business along with his roles as CEO and board chair. The company had many highly capable senior people with unique skills and vision-some were members of his family and others were long-time senior staff. If he chose an outside successor, would morale at the firm be affected? Would long-time employees leave? His successor needed technical skills to lead the company and maintain the culture. The decision was complicated by changes in the construction industry, the differing visions of senior management for the future of the company, the need to placate the needs of other family members, and the recent interest from outside parties in the possible purchase of DSM's related companies. How would his family react to a sale, and how would the culture that he had invested so much time and effort in creating fare in the face of new ownership? Did his two positions need to operate separately? How would they interplay with one another? How could he solve his succession dilemma?

Google was once considered a dream place to work at for people in the technology industry. However, the company has faced fierce criticism in recent years for its attempts to suppress the voice of its employees. The past few years have been tumultuous for the company, which has had to grapple with employee protests over the mishandling of sexual harassment claims, retaliation for expression of their disagreement with company policies, and ethic crises related to the use of artificial intelligence (AI) technology. For a long time, workers at Google have enjoyed what has become known as the legendary standards of a democratic workplace and corporate perks. Recently, however, they have taken to the streets to protest the destructive work culture of the company. Some discontented employees left the company; others were allegedly fired in retaliation for their actions. Google had historically been characterized as "least bad" among technology giants in terms of the freedom of expression allowed to employees. Is this changing? Why were Google's employees discouraged from voicing their challenges? What approach should company adopt to maintain the trust of employees in channels provided for freedom of expression of its employees? Could the termination of vocal employees be treated as unlawful retaliation? Has Google been struggling to handle workplace harassment complaints? Would alleged improper handling of workplace sexual harassment attract a legal action against the company? How Google should handle workplace harassment complaints in future to avoid legal battles?

The owner of All Women Recycling, a small manufacturing business in South Africa, is perplexed after the dawn of the COVID-19 pandemic. She wonders how she should structure business operations to ensure the safety of her staff and meet business goals. She debates between a remote staffing model and a limited staffing model. There will be compensation changes in either approach. The entrepreneur wonders how she should manage employee concerns while continuing to run a profitable business.

Ukrainian founder Aleksandr Stepura wants to grow his civilian drone-manufacturing startup Skyeton. Thanks to a local pool of aeronautical expertise inherited from the Soviet period, Stepura rapidly reached product excellence, technically on par with global powerhouses such as Boeing and other manufacturers coming from the military Unmanned Aerial Vehicle (UAV) space. Coming from a market approach focused solely on addressing the needs of governmental entities (police, border patrol, coast guards...), Stepura wants to expand the activities to regular B2B sales, for which the sales cycle is much shorter and less dependent on political connections. But moving from B2G to B2B was no easy feat operationally. The startup also had to make other decisions: selling products (drones, as flying platforms or complete systems) or services? Where to re-locate the company? What business model to pursue? How much financing was required? What needs to change in the management team to go from startup to scaleup effectively?

When Bristol-Myers Squibb (BMS) acquired Celgene Corporation in November 2019, Celgene shareholders received cash, BMS stock, and a contingent value right (CVRs) that would pay $9 if the U.S. Food and Drug Administration (FDA) approved three of Celgene's late stage drugs by March 31, 2021. Akari Tanaka, a portfolio manager at Kendall Square Advisors, held 400,000 CVRs in her $1.2 billion Health Science Opportunities Fund, and must decide what to do with this holding given the rising concerns about the coronavirus pandemic in early 2020. The tradable CVR's peaked at $3.70 in mid-February, fell to a low of $2.15 in mid-March, and were currently trading at just under $3.00 in late March. As part of her decision, Tanaka must value the CVRs using discounted cash flow (DCF) analysis which required an estimate of the expected cash flow and a risk-adjusted discount rate. Given this analysis, she must then decide what to do with her holding-should she sell the CVRs, hold them, or buy more?

Spreadsheet supplement for case 221031.

Leaders and the teams they manage are experimenting with new ways of working. They are pivoting the axes of work for both place and time, designing hybrid ways of collaborating that have few precedents. To build for the short and long terms, leaders must understand the upsides and downsides of these place and time options. They also must align them to enhance the essentials of productive work: energy, focus, coordination, and cooperation.

The Indian jewellery market is highly fragmented and ruled over by local players. Many unethical practices exist in the jewellery market, like the undercaratage of gold, misrepresentation of quality, etc. Tanishq, part of the Tata Group, is known for maintaining high ethical standards and delivering value to its customers through fair and transparent practices. It has a 6% share in the Indian jewellery retail market. With the festive and wedding season approaching, Ameya Kamat, the Area Business Manager (ABM) at Tanishq in Ahmedabad, had to develop the right mix of pricing approaches to stay ahead of competitors. This case revolves around forming the appropriate strategy for pricing, discounts and salesforce management practices that will drive sales during the festive season for Kamat in Ahmedabad. The crux of the case is how Tanishq, the jewellery business arm of Titan Company Ltd., forms and implements a pricing strategy in a highly unorganised and competitive market at a time of the year when a substantial portion of the annual sales is expected to take place.

Open innovation is a viable strategy to solve wicked problems. However, the complexity of these types of problems renders the management of open innovation initiatives (even) more difficult. How can managers make open innovation for complex or even wicked problems work? This article examines case studies of open innovation initiatives adopting a health care service innovation. It uses the proximity framework to identify several ways in which open innovation barriers can be overcome despite their complexity. The case study findings show how partners leverage their differences to the benefit of service innovation in the face of wicked problems.

In December 2018, Kevin Ryan and Wendy Tsu faced an important decision - to finalize the CEO candidate for Truebird, an innovative, automated coffee café concept. Like many of AlleyCorp and Ryan's companies, Truebird started with the observation of an unmet need - an inability to get good coffee at a reasonable price without a wait. Ryan's track record as a serial entrepreneur included companies such as MongoDB, Gilt Groupe, Zola, and Business Insider. The commonality across AlleyCorp's diverse businesses was a systematic process to ideation, led by Wendy Tsu, and an emphasis on the early Co-founder/CEO. Over the years, Ryan had refined his process of identifying the most appropriate person to serve as CEO. Two strong candidates had been shortlisted for the CEO position at Truebird. Unlike traditional approaches that used the reference check as a safety net, Ryan and Tsu considered reference check interviews as a stronger indicator of on-the-job performance. How should they structure a reference check process that would allow a complete understanding of each candidate? What questions should they ask when they found people who had worked with, or for, each of the candidates?

Goldman Sachs runs an annual internship for over 3,000 participants, spread across dozens of the firm's global offices. In 2020, the team brought all its resources to bear to transform the internship program into a fully virtual format in just a few short weeks. The new all-virtual internship faced challenges, but also benefited from unexpected opportunities. As the program ended, the team reflected on what worked, what they would change, and what the future of the internship program at Goldman Sachs could look like in 2021 and beyond.