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By the second quarter of 2018, the chief executive officer (CEO) of the online video technology company Bitmovin Inc. (Bitmovin) had propelled the start-up along an aggressive growth path. After founding the company in Austria, he had relocated Bitmovin's headquarters to California's Silicon Valley, raised more than US$40 million in investments in two funding rounds, and was now in the process of building a global sales organization for the company's innovative online video infrastructure solutions. Within the next few years, the CEO wanted Bitmovin to achieve $100 million in revenues and initiate an initial public offering on the NASDAQ stock exchange in New York. However, Bitmovin's rapid international growth had resulted in a globally dispersed organization in which effective communication and alignment were difficult to achieve. The sales team was able to close deals with big-name customers in the media industry, but marketing and demand generation had been neglected and there were not enough potential customers in the sales pipeline. The company had recently failed to reach its growth goals for the first time, and the CEO wondered whether the company still had the right sales strategy and the right person as its sales leader.

By the second quarter of 2018, the chief executive officer (CEO) of the online video technology company Bitmovin Inc. (Bitmovin) had propelled the start-up along an aggressive growth path. After founding the company in Austria, he had relocated Bitmovin’s headquarters to California’s Silicon Valley, raised more than US$40 million in investments in two funding rounds, and was now in the process of building a global sales organization for the company’s innovative online video infrastructure solutions. Within the next few years, the CEO wanted Bitmovin to achieve $100 million in revenues and initiate an initial public offering on the NASDAQ stock exchange in New York. However, Bitmovin’s rapid international growth had resulted in a globally dispersed organization in which effective communication and alignment were difficult to achieve. The sales team was able to close deals with big-name customers in the media industry, but marketing and demand generation had been neglected and there were not enough potential customers in the sales pipeline. The company had recently failed to reach its growth goals for the first time, and the CEO wondered whether the company still had the right sales strategy and the right person as its sales leader.

Case A describes a leadership crisis affecting the managing director of the German construction company SÄBU Holzbau GmbH. In 2013, severe organizational problems, such as deficiencies in internal communication, indecisiveness, and a lack of clarity in the distribution of tasks and responsibilities, led to frustrations for both customers and employees. The crisis culminated with three key employees leaving the company because they were no longer willing to cope with what they described as “chaos.”

Case B describes how management at SÄBU Holzbau GmbH was able to overcome the crisis with the help of a team of consultants who supported the company through a change process that significantly altered the its culture.

Case A describes a leadership crisis affecting the managing director of the German construction company SÄBU Holzbau GmbH. In 2013, severe organizational problems, such as deficiencies in internal communication, indecisiveness, and a lack of clarity in the distribution of tasks and responsibilities, led to frustrations for both customers and employees. The crisis culminated with three key employees leaving the company because they were no longer willing to cope with what they described as "chaos."

Supplement to case W19170 Case B describes how management at SÄBU Holzbau GmbH was able to overcome the crisis with the help of a team of consultants who supported the company through a change process that significantly altered the its culture.

At the Benedictine monastery of Admont in Austria, which had been economically active for over 940 years, the monks tended to think in centuries rather than quarters. However, the monastery’s business director needed to make a decision in a much shorter timeframe. The monastery employed approximately 600 people in its forestry, wine-growing, energy, real estate, services, and industrial businesses. Its largest subsidiary, an industrial manufacturer of wooden floorboards, was faced with severe challenges in 2015, including highly fluctuating demand and a growing pressure on margins due to low-cost competition from Asia. The business director had to decide how to proceed with the loss-making company, bearing in mind his responsibility towards the monastery and its higher purposes (such as providing pastoral care and fostering regional development through the creation of jobs).

At the Benedictine monastery of Admont in Austria, which had been economically active for over 940 years, the monks tended to think in centuries rather than quarters. However, the monastery's business director needed to make a decision in a much shorter timeframe. The monastery employed approximately 600 people in its forestry, wine-growing, energy, real estate, services, and industrial businesses. Its largest subsidiary, an industrial manufacturer of wooden floorboards, was faced with severe challenges in 2015, including highly fluctuating demand and a growing pressure on margins due to low-cost competition from Asia. The business director had to decide how to proceed with the loss-making company, bearing in mind his responsibility towards the monastery and its higher purposes (such as providing pastoral care and fostering regional development through the creation of jobs).

This real case about cms electronics, a European electronic manufacturing services (EMS) provider, presents a decision situation in which the company's CEO must determine the best way to expand activities in the Asian market. A "follow the customer" strategy seems to be called for, as the company's customers, mainly in the automotive sector, are shifting their focus from Europe to Asia. Setting up a local factory, however, would involve a high level of risk and investment for this relatively small company. The case can be used to discuss how geographic shifts in the centre of gravity of a global industry can affect the global supply chain management and internationalization strategies of a relatively small industry player.

The entrepreneur and founder of Sonnentor, an organic food production company, has grown his business by focusing on unusual strategic and operative choices. Sonnentor emphasizes socially and environmentally responsible behaviour in all its actions and has built its business on fair partnerships with employees, suppliers and other partners. The case highlights the role of “embedded sustainability” in the success of the business and presents the challenge of transferring the founder’s unique business philosophy, both to other domains and to a new managerial generation.

The entrepreneur and founder of Sonnentor, an organic food production company, has grown his business by focusing on unusual strategic and operative choices. Sonnentor emphasizes socially and environmentally responsible behaviour in all its actions and has built its business on fair partnerships with employees, suppliers and other partners. The case highlights the role of "embedded sustainability" in the success of the business and presents the challenge of transferring the founder's unique business philosophy, both to other domains and to a new managerial generation.

<p style="color: rgb(197, 183, 131);"><strong> AWARD WINNER -John Molson MBA Case Writing Competition</strong></p><br>GREENoneTEC, the global market leader in manufacturing flat plate solar thermal collectors, was facing new challenges: the potential market entry of Chinese low-cost competitors and a substitution threat from photovoltaics. The company’s founder and chief executive officer had developed GREENoneTEC from a garage start-up to the industry’s leading firm; however, GREENoneTEC’s research and development, production, quality, sales and distribution strategies, and diversification into other segments of the solar market would all have to be considered from new angles. How could GREENoneTEC create and maintain a sustainable competitive advantage in this changing and difficult environment?

GREENoneTEC, the global market leader in manufacturing flat plate solar thermal collectors, was facing new challenges: the potential market entry of Chinese low-cost competitors and a substitution threat from photovoltaics. The company's founder and chief executive officer had developed GREENoneTEC from a garage start-up to the industry's leading firm; however, GREENoneTEC's research and development, production, quality, sales and distribution strategies, and diversification into other segments of the solar market would all have to be considered from new angles. How could GREENoneTEC create and maintain a sustainable competitive advantage in this changing and difficult environment?