This case study begins in October 2022, two years after Sophia and Eileen Goh, who were sisters, rebranded the footwear company to expand its customer base from baby boomers and Gen X to millennials and Gen Z. The footwear brand was originally positioned as a workwear brand, specifically to cater to women who had wide feet and suffered from bunions. Growth was steady in the first 20 years and was primarily driven by word-of-mouth. However, by 2020, the brand had lost its appeal to the millennials and Gen Z. In September 2020, the sisters embarked on an initial rebranding strategy by repositioning DMK as shoes for every occasion and milestone across a woman's lifetime journey. The rebranding effort was further strengthened by focusing on five pillars including supporting the female community, product diversification, reintroduction of DMK Care to enhance comfort of the shoes, introducing a new retail experience to provide immersive customer experience at the outlets and strengthening of DMK's digital capabilities. The Singapore footwear market was worth US$870 million in 2020 and was expected to grow to US$1,270 million by 2025. What else could DMK do to further elevate the brand and future prooffuture-proof the business?
On September 9, 2022, Singapore Management University (SMU) President Lily Kong launched the SMU Sustainability Blueprint at her fourth President's State of the University Address to an audience of over 600 faculty, staff, students, and guests. While paying attention to sustainability was not new for SMU, this focus intensified from 2017, when plans were put in place to considerably reduce energy and water consumption, as well as waste, so that the whole of SMU could achieve a carbon neutral campus by 2030. In 2020, when the SMU 2025 Strategic Plan was announced, Sustainable Living was highlighted as one of the three strategic priorities of the university. In the following year, the SMU Sustainability Taskforce was formed, entrusted with crafting the Blueprint, which would chart actions in concerted ways across four key strategies supporting the Sustainability Living priority: Cultivate a Greener University, Develop Change Agents Through Sustainability Education, Drive Impactful Research, and Foster Resilient Communities. By September 2022, SMU had made considerable progress in its sustainability journey, but these efforts had also come with their share of challenges. Among the many difficulties encountered were tough decisions over ensuring that all the buildings were energy-efficient green buildings, fossil fuel divestment, interdisciplinary collaboration in the curriculum development for sustainability education, and the coalescence of disparate research efforts across the different schools. Attempts to build resilience within the SMU community during the COVID-19 pandemic - a period of disruptions, uncertainties, and stress - had not been easy too. Looking ahead, Kong contemplated: What else could she and all at SMU do to accelerate and deepen the university's sustainability progress? What trade-offs would have to be made to achieve an ideal state of sustainable living?
The case describes Shopify's journey from a small online store to a global technology company with an ecosystem of partners that comprised of tens of thousands of developers and partners. From the inception of the company, Shopify's competitive advantage had come from being merchant obsessed. Having an easy to set-up and easy to use technological platform, as well as a commercial model that leveraged an ecosystem of partners, had accelerated Shopify's growth in building a merchant centric digital business. The case describes in detail the processes and drivers that had led to the success of Shopify. However, by 2022, competitive pressure from the other forms of commerce including live streaming commerce, social commerce and commerce from super apps had started to mount. Amazon, one of the world's largest online marketplaces, had started to encroach on Shopify's market by imitating its business model. The fusion of online and offline commerce had also driven Shopify to rethink its business model and the company started to shift its focus from eCommerce to general commerce. Shopify also wanted to penetrate the Southeast Asia (SEA) market further. High growth rates had been predicted for the region, but it was a heterogeneous market with lots of challenges including less than developed logistics infrastructure.
This case study is set in June 2022, two and a half years since Raffles Quay Asset Management (RQAM) had rolled out its new vision in preparation for positioning itself for the workplace of the future. RQAM had been established in 2001 to manage and market the commercial properties developed by Asia's leading developers. The new vision provided the 'north star' for the whole organisation and transformed how RQAM managed tenant relationships. It also revolutionised RQAM's approach to commercial real estate management. The new vision leveraged technology opportunities and addressed the needs of RQAM's various stakeholders from its tenants to the community. The RQAM leaders crafted a strategy to deliver the vision within five years. To support the implementation of the vision, the leaders drove significant interventions, of which, one intervention was to align employees across the whole organisation with the 'strategy on a page'.
This case study is set in November 2021. It describes how Amanda Khoo, Director of Nipo International (Nipo), had been exploring ways to innovate and expand the company's core product that was bitumen-based coatings. Khoo had led Nipo to embark on its innovation journey for more than 20 years. In the last 10 years, Khoo had been collaborating with several research institutes in Singapore including the Agency for Science, Technology and Research (A*Star), Nanyang Technological University (NTU) and National University of Singapore (NUS) on four innovation projects. After a multi-year journey of research and development (R&D), Nipo had a few promising products to show. However, these products were still undergoing field trials as at November 2021. The outlook for Nipo's focused industry - the construction industry, was predicted to be promising for the next 30 years. What should Khoo do to further drive innovation and commercialise the products?
This case study is set in July 2021. It describes the ageing landscape in Singapore including the policies that have been developed to address Singapore's rapidly ageing population and features the stories of two seniors. Since the 1980s, the Singapore Government had been developing plans and policies to help seniors, "to not just add years to life but add life to years". The concept of successful ageing, defined by the five indicators - no major diseases, no disability, high cognitive function, physically fit and mobile, and active engagement with life, had been a focus area of the Singapore government for the past four decades. However, the rate of successful ageing had remained low, at only 25.4 percent. Given the rapidly ageing population, Lim Soon Meng, a director at Singapore's Ministry of Health, wondered what else could be done to help more seniors age successfully? This case introduces the concept of the Third Age and invites discussion on the topic of successful ageing.
This case study is set in May 2021. It describes how Sarah Lee, Director of Engagement at Federated Hermes (FH) has been engaging with Ruby Goods (Ruby), a consumer goods company that operates in Asia, Europe, Latin America and the United States, to reduce greenhouse gas (GHG) emissions in its dairy operations. The case illustrates how an external stakeholder, an investment management company with minimal formal organisational authority, can influence and drive ESG (environmental, social and governance) performance improvements. While Lee was successful in getting Ruby to streamline its ESG approach and establish the Ruby Corporate Responsibility Council to drive company-wide ESG initiatives, she encountered resistance from Ruby's senior management and the board to commit to the more ambitious science-based targets critical for achieving carbon neutrality by 2050. What should she do to pressure Ruby's senior management into commitment and action while preserving FH's carefully cultivated relationships with Ruby's senior management?
This case study is set in September 2016 to April 2021. It describes how Abhilash Murthy used the Digital Product Management (DPM) framework to create the Bus Uncle chatbot and subsequently, to pivot to a successful digital business. The DPM framework combines Design Thinking, Lean Start-up and Agile methodology. It can be used to develop digital products and solutions in the private and public sectors. There are four distinct stages that correspond to cases A, B, C and D respectively. And there are supporting videos for this case. Case A: How Abhilash created the Bus Uncle chatbot and then rapidly re-architected it to scale after the chatbot went viral. Case B: How Abhilash started monetising the Bus Uncle chatbot through conversational advertising. Case C: How Abhilash built a chatbot agency to develop and implement chatbots for other organisations. Case D: How Abhilash created a chatbots-as-a-service platform called BotDistrikt to scale the chatbot business further.
This case is set in November 2020. Lao Hung Jia (LHJ) was a progressive chicken rice hawker stall that had embraced digital transformation and open innovation from e-retailing, e-payment, e-distribution to e-marketing. Even though these digital transformation initiatives had helped LHJ improve its customer service, productivity had remained an issue, especially when 50 percent of a hawker's work was spent on food preparation. CK Ng, the son of the founder of LHJ, reached out to the Food Innovation and Resource Centre (FIRC) at Singapore Polytechnic to conduct R&D to develop pre-mixed and pre-packaged sauces so that cooking chicken rice could be simplified. When the R&D at the FIRC was completed, Ng went to Sin Hwa Dee, a local sauce and paste manufacturer, to further develop and batch manufacture these three sauces, namely, the chicken stock, soya sauce and chilli sauce. Sin Hwa Dee was able to replicate the chicken stock and soya sauce, but it could not do so with the chilli sauce as the food retort production method used had altered the taste, colour and texture of the chilli sauce. Ng did not want LHJ to remain as a single chicken rice hawker stall. He had envisioned a LHJ franchise and dreamed about serving LHJ's chicken rice in vending machines or unmanned stalls so that more people in Singapore and abroad could savour the dish. But all these plans were dependent on getting the pre-mixed and pre-packaged chilli sauce right - without it, many Singaporeans would agree that the chicken rice was 'incomplete'. What should Ng do to make his dreams for LHJ a reality?
This case is set in November 2020. Despite COVID-19, Ray of Hope (ROH), a crowdfunding charity in Singapore had grown crowdfunded donations for their clients (individuals requiring financial assistance) six-fold from S$500,000 (US$400,000) in 2019 to S$3 million (US$2.2 million) in the period April to September 2020, without an increase in headcount. The nationwide circuit breaker - Singapore's version of a lockdown, further hampered the work at ROH as no face-to-face meetings could be held with its clients in the two-month period from 7 April 2020 to 1 June 2020. Tan En, ROH's General Manager, was quick to pivot ROH's strategy from focusing on fundraising campaigns that helped individual clients directly (individual campaigns) to serving as the intermediary that raised and administered public donations for the volunteer groups (group campaigns). What were the reasons why ROH could pivot so quickly?
This is a two-part case. Case A introduces Kim Underhill as the new Regional Head at Appliances International, a leading global appliances manufacturer that has sold more than 30 million household and professional products in over 70 markets. Underhill was headhunted in December 2016 to help revive the firm's declining performance in the key Asia-Pacific markets of India, Thailand, Singapore and Malaysia. Of the four markets, India, had proved to be particularly challenging with AI having a marginal presence, stagnant sales, recurring losses, and poor brand image in the country. Upon taking charge, Underhill sensed some wariness on the part of the India team in dealing with a woman leader. She held meetings with the employees to understand the issues better, and thereafter decided to implement a series of measures to help turn the situation around. Over the next few months, she laid off a number of senior managers whom she believed were incompetent and lacked motivation. She implemented new performance incentives for the sales staff. She also met the key customers, and worked towards addressing their concerns and misgivings with AI. However, by the end of the year, there was no significant improvement in AI India's sales performance or relationships with its channel partners. With 14 months gone by, Underhill was worried. Had she overcommitted by promising to turnaround the company in two years? What should she do now? Case B sees Underhill implementing other initiatives to turn the company around, such as joint activities with channel partners, investment in brand activities, running of product and service training, and holding regional meetings to encourage open conversations among colleagues across different offices. She also drew upon AI's matrix structure to have experienced managers located in other countries assist in coaching employees at the India office. Consequently, AI's sales in India began to grow, recording 20% increase in the following year.
This is a two-part case. Case A introduces Kim Underhill as the new Regional Head at Appliances International, a leading global appliances manufacturer that has sold more than 30 million household and professional products in over 70 markets. Underhill was headhunted in December 2016 to help revive the firm's declining performance in the key Asia-Pacific markets of India, Thailand, Singapore and Malaysia. Of the four markets, India, had proved to be particularly challenging with AI having a marginal presence, stagnant sales, recurring losses, and poor brand image in the country. Upon taking charge, Underhill sensed some wariness on the part of the India team in dealing with a woman leader. She held meetings with the employees to understand the issues better, and thereafter decided to implement a series of measures to help turn the situation around. Over the next few months, she laid off a number of senior managers whom she believed were incompetent and lacked motivation. She implemented new performance incentives for the sales staff. She also met the key customers, and worked towards addressing their concerns and misgivings with AI. However, by the end of the year, there was no significant improvement in AI India's sales performance or relationships with its channel partners. With 14 months gone by, Underhill was worried. Had she overcommitted by promising to turnaround the company in two years? What should she do now? Case B sees Underhill implementing other initiatives to turn the company around, such as joint activities with channel partners, investment in brand activities, running of product and service training, and holding regional meetings to encourage open conversations among colleagues across different offices. She also drew upon AI's matrix structure to have experienced managers located in other countries assist in coaching employees at the India office. Consequently, AI's sales in India began to grow, recording 20% increase in the following year.