Artificial intelligence typically takes root in an organization in isolated experiments or projects, but formal structures are needed to scale the technology across the organization and deliver on its potential. The authors identify three typical structural phases of AI implementation: islands of experimentation, centers of excellence, and federations of expertise. They identify the strengths and limitations of each and describe how companies have managed transitions to new structures that better enable AI initiatives.

Fernando Rios, CEO of RIMAC Seguros y Reaseguros (RIMAC), a leading insurance company in Peru, had been driving an intensive digital transformation at the company since 2018. By modernizing its IT infrastructure and support applications across critical business units, Fernando sought to deliver a superior customer experience through faster response times, enhanced security, and improved business continuity and resiliency, especially throughout the pandemic. By 2022, the company had built a strong foundation from which to scale up its advanced analytics and AI capabilities to enhance its value propositions beyond insurance and focus on delivering well-being. This was in line with its newly articulated corporate purpose, "We protect your world; we promote your well-being." Two questions remained uppermost in Fernando's mind: How can RIMAC accelerate the democratization of the benefits of AI and advanced data analytics? / How will AI capabilities drive the company's well-being agenda in the next three years?

In 2019, Toyota launched KINTO, its new mobility services brand, in Europe - to address the increasing shift in consumer preferences from ownership to on-demand usership. KINTO was only the third brand to be launched by Toyota in its history (after Toyota and Lexus). This signaled to the market that the world's largest automaker was serious about transforming from a car manufacturer to a mobility company. The case describes how, under the leadership of Tom Fux, the fledgling company grew through market-by-market deployment of KINTO-branded services across Europe. To build a robust foundation and spur progress, KINTO leveraged the strengths of various Toyota enterprises, including Toyota Financial Services, Toyota Insurance Services, and technological partner Toyota Connected Europe. Toyota's retailer network also played a crucial role. KINTO enabled the retailers to go beyond their traditional sales and maintenance role to offer new mobility services to give customers access to their preferred vehicles when and where they want, for as long as they like. Over time, KINTO's services expanded into car subscriptions, car sharing, carpooling and multi-modal solutions tailored to private individuals, businesses and cities. By 2021, KINTO was well placed to address the demand for smart, innovative and flexible mobility services depending on the maturity of different markets. As Tom Fux moved to his next role in Toyota, Miguel Fonseca took charge as the new CEO of KINTO Europe. He pondered how he could launch the company on its next growth trajectory. • How could KINTO become a one-stop-shop for future mobility solutions? • How could the company scale up its services in different countries? • How could the leadership balance organic and inorganic growth to secure new business opportunities?

Electrolux AB is the world's fifth-largest maker of consumer appliances. In November 2018, Electrolux launched the trial of a subscription-based business model in Sweden for the Pure i9 - a high-end robotic vacuum cleaner. Within nine months, Daniel Wentz, VP Software Products, who had spearheaded the initiative, started seeing traction in the market. Daniel was convinced that there was a much bigger opportunity for Electrolux to create value with the new hardware-as-a-service concept for small appliances. But key questions remained: How to shift the organization from a hardware-first product-push comfort zone to software-first service-pull model? How could Electrolux create more value with the hardware-as-a-service model? How to scale up the subscription-based business model? What options might be considered? What kind of investment and leadership commitment would it take to succeed?

This case traces the journey of the AXA group, one of the top three insurance providers globally from 2016 to 2019 under the leadership of newly appointed CEO, Thomas Buberl. During this period, the insurance industry faced strong headwinds - persistent low interest rates, weak financial markets, evolving customer expectations, new types of risks associated with cyber, health and natural catastrophes, as well as widespread disruption from the new breed of insurtech players. Buberl's strategy rested on two pillars - focus to drive efficiency in the company's core business and transform to prepare it for the digital age by developing new capabilities and value propositions to allow it to shift from a payer-to-partner business model. Buberl's biggest move, contrary to market expectations, was a pivot in AXA's portfolio from life and savings to commercial property and casualty (P&C), achieved through the US$15.3 billion acquisition of US-based XL Group, making AXA the largest P&C player globally. Other moves included increasing its focus on the health insurance segment, accelerating growth in Asia, and launching a new business unit - AXA Next - to build an innovation ecosystem focused on developing services and business models beyond insurance. However, competition from both traditional insurers and niche players was intense as a wave of M&As swept across the industry. The rules of the game were changing fast. Could AXA maintain its leadership position? And if so, how?

Eight years ago, Malnight, Buche, and Dhanaraj launched a study of high growth in companies, looking at three strategies known to drive it: creating new markets, serving broader stakeholder needs, and rewriting the rules of the game. To their surprise, they discovered a fourth driver they hadn't considered at all: purpose. Companies have long been building purpose into what they do, but usually it's seen as an add-on--as a way to, say, give back to the community. The high-growth companies in the study, in contrast, had made purpose central to their strategies, using it to redefine playing fields and reshape value propositions. The purpose of Mars Petcare, for instance--a better world for pets--guided its expansion from pet food into the larger ecosystem of pet health. The purpose of Securitas--contributing to a safer society--led the firm to redesign its offering to include not just physical guards but electronic services and predictive solutions. This article explains how executives can develop and implement a purpose at their organizations. It also describes the benefits they're quite likely to see once they do: a more unified organization, more-motivated stakeholders, broader impact, and more profitable growth.

The case discusses how Pepperfry, India's largest online furniture retailer, disrupted the furniture and home decor market while overcoming the challenges of India's weak infrastructure, age-old methods of buying and selling furniture from local carpentry shops, lack of consumer trust in e-commerce and a massive geography. By 2018 Pepperfry had grown exponentially to control over 60% of the online furniture business in the country. However, several questions regarding its current and future trajectory remained. First, despite controlling costs and significantly expanding revenues, it was not profitable. What could it do to achieve profitability? Second, in response to the demands of the market, Pepperfry embarked on an omnichannel strategy, establishing 34 studios in Tier 1 cities with targeted expansion to 70 studios by 2019. How could it manage this added online-offline complexity, while still staying on track to break even? Finally, the competitive space had significantly heated up, with the arrival of IKEA (September 2018), and with Flipkart's (acquired by Walmart) growing focus on the furniture segment. Did Pepperfry have the systems, brand name and agility to respond to these challenges? Or will the disruptor be disrupted?

Worldwide, there is no parallel comparison to China's Tencent Holdings. The $22 billion tech giant is a collective answer to Facebook, WhatsApp, Spotify, Kindle, Skype, Pinterest, Apple Pay and others. This case explains how Tencent built a digital platform business from scratch over a period of nearly two decades. Undoubtedly, it gained significant benefits from being an early mover in developing a massive one-billion-strong user base on its gaming and messaging platforms. However, what is exceptional about Tencent is that it has been able to successfully monetize its social audience at scale - a tough challenge for most digital platform companies. Tencent's double digit growth boosted investor confidence that the company would continue to tap the spending power of its users while leveraging the growth potential of its still-nascent advertising and payments businesses. Could the most valuable company in Asia, continue to meet shareholder expectations in 2017 and beyond? Learning objective: 1. Understand the platform business model compared to the traditional pipeline business model; 2. Recognize how network effects create value on a platform; 3. Examine the three types of value that digital disruptors deliver - cost value, experience value and platform value; 4. Comprehend the challenges in monetizing platforms effectively.

Case A sets the context of disruption in India and outlines the challenges facing GroupM in 2013. In the early 2010s, internet technology and social media had started disrupting the Indian advertising industry. Explosive growth in the adoption of smartphones, rapid internet penetration and falling data rates meant the country was becoming a mobile-first economy. At the same time, the demographic profile and media consumption behavior of Indian consumers were evolving rapidly. Moreover, brand managers were no longer satisfied with the reach of a media plan. Instead, they were keen to see a measurable impact of their advertising spend through hard metrics such as sales, customer engagement, market share, and the like. As the growth of digital media threatened to disrupt the traditional advertising business, media agencies were struggling to navigate the digital advertising space. Despite GroupM India's market-leading position, incoming CEO CVL Srinivas realized that the company was on the wrong side of the digital trends in terms of its product, profile, partnerships and people. How could GroupM India leverage its scale to create a new practice with digital at the core and diversify its business beyond traditional media planning and buying? How could it move up the value chain and become a business partner for brands? Case B describes the digital transformation process GroupM India undertook from 2013 to 2016.

Case B describes the digital transformation process GroupM India undertook from 2013 to 2016. To respond to the challenges highlighted in Case A - product, profile, partnerships and people - the company identified customer focus and nimbleness as two "quests" to prioritize. GroupM focused on building comprehensive media solutions, targeting new-economy customers (such as e-commerce and digital companies), forging new partnerships with creative and ad tech players and, most importantly, leveraging its people. By end-2016, GroupM had not only retained its position as the largest player in the Indian advertising industry but had also widened its lead over competitors.

The automobile industry has been shaped by several inflection points, each signaling a dramatic shift. Since the turn of the new millennium, it has been caught in a wave of radical transformation. For auto majors, it is no longer about pursuing sales growth and higher margins through scale, international expansion and outsourcing. The very definition of what it means to be a car manufacturer is being challenged by four mega trends that are transforming the entire automotive ecosystem: (1) the rise of electric vehicles, (2) car sharing as the new form of ownership, (3) mobility as a service, and (4) connected and intelligent cars as a precursor to autonomous vehicles. These trends bring opportunities and threats that automakers have never encountered before. They are looking for ways to get in front of these trends, rather than being caught on the back foot with their business model disrupted. How should they respond? Can they form the right partnerships and innovative alliances to ride out the turbulent shifts? Learning objective: Identifying the disruptive changes in an industry. How can traditional companies deal with ongoing industry shifts? Jumping the S-curve requires unconventional thinking in addition to traditional business wisdom.

Hong Kong Broadband Network (HKBN) charted a success story starting out as the smallest new entrant in Hong Kong's highly competitive telecom industry in 1999 and went on to become the second largest provider of residential broadband within 10 years. State-of-the-art fiber network infrastructure allowed HKBN to offer high-quality high-speed telecom services at competitive prices. However, the company soon realized that its technological edge could be easily replicated. Its competitive advantage was actually vested in its 2,500 employees - all referred to as Talents. HKBN instituted a unique co-ownership scheme whereby employees were invited to invest up to two years of salary in the company. It also made sustained investment in talent development through well-designed learning programs coupled with significant empowerment on the job. The case outlines the importance of leadership and talent management as key drivers of growth for the company. HKBN listed in early 2015 and embarked upon its next phase of growth with the aim of becoming the largest broadband service provider by 2019, overtaking its largest competitor and entrenched incumbent, PCCW. HKBN looked to its Talents to rise to the challenge once again. Learning objective: - To identify ways of linking the talent management strategy to the business strategy - To outline different ways of embedding the talent strategy at the core of an organization - To build a high-performance organizational culture through people practices - To discover management models that not only result in returns for shareholders but also take into account employees as key stakeholders.

Case A describes the challenges a multinational corporation, Cisco Systems Inc., faces in an emerging market in developing new products specific to local needs. Dr Ishwardutt Parulkar and his team at Cisco's Indian subsidiary in Bangalore had identified a promising concept that could potentially become the company's first product developed end-to-end at the India site. They had to address three critical issues: How to define the right product to address the specific needs of telecom network customers in the emerging market? How to build the business case for approval from the headquarters in the US? How to compensate for the significant gaps in the Indian ecosystem that was not fully mature in terms of partners and skills required to develop such a product? Case B presents how the Cisco team resolved the new product development challenges. The success of the new Advanced Services Router (ASR) 901 would mark a milestone in Cisco's journey of evolution of engineering capability in emerging countries into the next phase of innovation and thought leadership. Learning objectives: 1) Identify key challenges in developing a mainstream product from concept to completion in an emerging market. 2) Understand essential factors for building subsidiary R&D capabilities for mainstream product development. 3) Introduce the Technology Champion framework, which serves to bring out innovation aspirations in a subsidiary R&D team.

Case A describes the challenges a multinational corporation, Cisco Systems Inc., faces in an emerging market in developing new products specific to local needs. Case B describes the journey undertaken by Dr Ishwardutt Parulkar and his team in developing the Advanced Services Router (ASR) 901 - from idea to launch in 2011. The case helps to identify key success factors for new product development through a decentralized R&D model in emerging markets and to recognize the importance of the ecosystem for successful innovation. Learning objectives: 1) Identify key challenges in developing a mainstream product from concept to completion in an emerging market. 2) Understand essential factors for building subsidiary R&D capabilities for mainstream product development. 3) Introduce the Technology Champion framework, which serves to bring out innovation aspirations in a subsidiary R&D team.

Recruit Holdings, Japan's largest staffing firm and a leading marketing media company started out in the early 1960s as an advertising company publishing magazines for jobseekers. It scaled up over the following decades to add business verticals such as real estate, bridal, travel, beauty salons and restaurants. Spurred by the internet revolution in the early 2000s, Recruit launched job boards and websites for its diverse media businesses while also moving content online by digitizing many of its popular magazines. In the early 2010s, it transitioned into becoming a service provider with the launch of a number of web-based platforms that allowed SMEs to digitize several key activities, such as point-of-sale registers, reservations and payments. By 2015 Recruit's digital platforms had gained significant popularity and the company was generating enormous amounts of online data on types of transactions, end-user behaviors and SME business characteristics. It also held significant deep offline data that resided within the sales team. However, the platforms and the data was specific to individual businesses. Recruit began to push for a unified backbone platform that would cut across all businesses with vertically stacked integrated solutions. It also established an artificial intelligence (AI) research laboratory in Silicon Valley. The mandate was to apply the latest technologies in data analytics, machine learning and AI to achieve breakthrough innovation. At the same time, Recruit harbored global aspirations and embarked on international expansion, mainly through acquisitions. Its goal was to become the world's largest staffing firm by 2020 and the largest media company by 2030. Could Recruit replicate its business model successfully overseas? Could it leverage its people and technological platforms to transform itself into a truly global internet corporation? Could it cannibalize its existing businesses through data-driven innovations to leapfrog into the future?

Recruit Holdings, Japan's largest staffing firm and a leading marketing media company started out in the early 1960s as an advertising company publishing magazines for jobseekers. It scaled up over the following decades to add business verticals such as real estate, bridal, travel, beauty salons and restaurants. Spurred by the internet revolution in the early 2000s, Recruit launched job boards and websites for its diverse media businesses while also moving content online by digitizing many of its popular magazines. In the early 2010s, it transitioned into becoming a service provider with the launch of a number of web-based platforms that allowed SMEs to digitize several key activities, such as point-of-sale registers, reservations and payments. By 2015 Recruit's digital platforms had gained significant popularity and the company was generating enormous amounts of online data on types of transactions, end-user behaviors and SME business characteristics. It also held significant deep offline data that resided within the sales team. However, the platforms and the data was specific to individual businesses. Recruit began to push for a unified backbone platform that would cut across all businesses with vertically stacked integrated solutions. It also established an artificial intelligence (AI) research laboratory in Silicon Valley. The mandate was to apply the latest technologies in data analytics, machine learning and AI to achieve breakthrough innovation. At the same time, Recruit harbored global aspirations and embarked on international expansion, mainly through acquisitions. Its goal was to become the world's largest staffing firm by 2020 and the largest media company by 2030. Could Recruit replicate its business model successfully overseas? Could it leverage its people and technological platforms to transform itself into a truly global internet corporation? Could it cannibalize its existing businesses through data-driven innovations to leapfrog into the future?

The case is set in May 2016 when the Monetary Authority of Singapore withdrew the merchant banking license of the Singapore branch of Swiss private bank BSI Ltd. The reasons cited were violation of anti-money laundering regulations, pervasive non-compliance and gross misconduct by staff. The closure of the bank was precipitated by an ongoing scandal around its biggest client, 1MDB, a Malaysian sovereign wealth fund spearheaded by the Prime Minister Najib Razak. At the same time, the Swiss Financial Market Supervisory Authority announced criminal proceedings against the BSI group for failure to conduct statutory due diligence on transactions involving hundreds of millions of dollars linked to 1MDB and slapped on a fine of CHF 95 million. The case provides an opportunity to analyze the factors that led to the demise of BSI, one of the oldest banks in Switzerland and the sixth largest in the country. Did the lure of lucrative business persuade it to cross the line in terms of ethics and regulatory requirements? BSI appears to have pursued top-line growth at the expense of compliance. To what extent was the senior management responsible? Could BSI have better managed the balance between risk management and its growth strategy? If so, how? Learning objective: To identify the contextual challenges of operating in complex high-growth markets. To understand the role of senior management in maintaining oversight. To recognize the balance between managing risk and compliance in pursuing aggressive targets. To assess the interface between the headquarters and the local subsidiary for functions such as audit, governance and conduct. To understand the global ramifications of a local breach.

The case highlights the key features of the domestic Indian aviation industry in terms of its growth potential and contrasts this with the operational challenges. The exhibits hold significant information which students can analyse to get a deeper understanding. First, a discussion about the attractiveness (or not) of the Indian aviation market can be carried out. This will help to position Singapore Airlines as a new entrant and discuss its competitive advantages vis-a-vis local players. Some students might focus on the parallel entry of Air Asia, a leader in the low-cost aviation arena, with the same potential local partner - the Tata Group. This will allow for a richer discussion and enable decision making on the question posed in the case - to enter the highly competitive Indian aviation market or not? This abridged case has been designed for use in either MBA or executive classes where advanced readings are not possible. It can also be used as a standalone case to explore Porter's 5 Forces and STEEP frameworks in the context of the Indian Airline Industry without a detailed discussion of Singapore Airline's strategy specifically. As a short case, it can be read in-class in approximately 10 minutes.

Supplement to case IMD724. Case D looks at the sustainability challenges in the airline industry, given that aviation emissions have more than doubled in the last 20 years and are a significant contributor to climate change. The industry has adopted voluntary carbon reduction targets but discussions on a specific market-based regulatory policy at the global level are still at a standstill. As the industry remains under the environmental spotlight, in 2013/14 Singapore Airlines developed a new sustainability strategy and has to decide whether its current efforts are sufficient to address the magnitude of the sustainability question and how it should fit within its overall strategy. Learning objectives: To illustrate how sustainability programs, when not aligned with current external forces or existing strategic priorities, result in marginal or insignificant outcomes.

The Indian aviation market, having experienced high growth rates that were expected to continue through 2016, was opened to foreign investment in 2012. Singapore Airlines is considering entering the market in a partnership with India's largest industrial group, the Tata Group. At the time of the case, there are five major players, none of which is dominant. Learning objectives: These include: 1) learning to gauge the attractiveness of an industry based on Porter's five forces analysis; 2) understanding how each of the five forces - supplier power, customer power, substitutes, new entrants and degree of competitive rivalry - affect industry profitability; 3) applying a STEEP analysis (social, technological, economic, environmental, political) to predict the future attractiveness of an industry.