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Spreadsheet for product 9B11B003.

Spreadsheet for product 9B11N012.

The president of Image Pipeline Services, a pipeline flushing and inspection firm, is taking a step back from the past few weeks, where he has spent virtually all his waking time working on his new business in Edmonton's oil sands industry. A few months after starting his business, he controls virtually the entire market, but competitors will be encroaching soon. One competitor has offered to purchase his business and the president wants to weigh his options before agreeing to sell or continuing to compete.

Manager feedback sheet for product 9B11C024, 9B11C025, 9B11C026, 9B11C027, 9B11C028, 9B11C029 and 9B11C030.

This role-play case involves a series of sessions in which the student (and each member of his or her team) will play the role of Benjamin Cheung, the vice president of HCM Asia Private Limited, a financial services firm based in Hong Kong. Cheung has an open-door policy where any manager can drop by to see him, on their own initiative, to ask for ideas, guidance, or a decision on an issue. He has only six minutes to see each manager in this informal coaching session since he has to leave for another important meeting at head office. Cheung knows the key details of each manager’s background and development needs, but does not know in advance what the manager’s specific concerns are. It will be necessary for Cheung to explore the manager’s concerns through active listening, asking questions, and summarizing. Each of the manager roles is typical of those you might meet in an Asian organization, such as a highly skilled, technically focused leader who defaults to top-down management, an associate who lacks self-confidence and avoids confrontation at all cost, an ambitious associate who wants an international assignment but struggles with his current workload, and a detail-oriented leader who focuses on processes while losing sight of the big picture.

This is role play #1 (Chen Jia Wei) for Coaching for Performance Management: Asia Edition (#9B11C024).

This is role play #2 (Robert Woo) for Coaching for Performance Management: Asia Edition (#9B11C024).

This is role play #3 (Pauline Zhu) for Coaching for Performance Management: Asia Edition (#9B11C024).

This is role play #4 (Steven Leung) for Coaching for Performance Management: Asia Edition (#9B11C024).

This is role play #5 (James Beringer) for Coaching for Performance Management: Asia Edition (#9B11C024).

This is role play #6 (Kelly Tan) for Coaching for Performance Management: Asia Edition (#9B11C024).

In 2010, an entrepreneur is trying to enter the fuel additives market in Canada by marketing a product called Force For Earth (FFE) Fuel and Engine Conditioner. FFE is made in the United States and the entrepreneur has the Canadian license for the product. Unlike the products of many competitors in North America, FFE has been proven to deliver the stated benefits, but the entrepreneur’s dilemma is that every other product in the market claims to offer “proven” results as well, even though most of these claims are unsubstantiated, false, or exaggerated. The entrepreneur’s challenge is to understand, from a marketing perspective, the key selling features of the FFE product that would resonate with his target groups.

The new vice president and general manager of Best Optical Ltd. is trying to formulate a strategy in response to his competitors’ actions. Best Optical is a distributor of vision hardware and other distributors are buying up retail outlets and threatening to shut Best Optical out of the market. The vice president has to decide how to respond to the threat and what implications his response will have on Best Optical’s business.

The new vice-president and general manager of Best Optical Ltd. is trying to formulate a strategy in response to his competitors actions. Best Optical is a distributor of vision hardware and competitors are buying up retail outlets, threatening to shut Best Optical out of the market. The vice-president has to decide how to respond to the threat and what implications his response will have on Best Optical's business.

In December 2009, about a year after it suffered a crisis when clients walked away from massive derivative losses, Gulf Bank’s new CEO is trying to change the governance and operation of Gulf Bank. This case focuses on a turnaround situation and provides students with insight into evolving corporate governance standards in Kuwait. After assessing the situation that the CEO faces, students have to decide what change he should pursue and how he should carry it out. From a broad industry governance perspective, students can examine the state of banking regulation and oversight in Kuwait and suggest ways that corporate governance can be strengthened.

A.P. Nichols, a distributor of parts in the maintenance, overhaul, and repair industry, is facing the need to realign its strategy to cope with a competitive environment. A key component of this realignment involves changes to the culture and compensation of its sales force while simultaneously building sufficient sales capacity to take advantage of opportunities in key markets. The case focuses on the newly hired vice president (VP) of sales, who is tasked with leading the change initiative. Immediate issues facing the VP include: 1) alignment of the client service representative (CSR) team to the strategy and new model; 2) infrastructure and the need to make a commitment to invest in bringing it up to a best-in-class level; and 3) building a critical mass in the CSR group.

A.P. Nichols, a distributor of parts in the maintenance, overhaul, and repair (MRO) industry is facing the need to realign its strategy to cope to a consolidating competitive environment. A key component of their realignment involves changes the culture and compensation of their sales force while simultaneously building sufficient sales capacity to take advantage of opportunities in their key markets. The case focuses on the newly hired vice-president (VP) of sales, who is tasked with leading the change initiative. Immediate issue facing the VP include: 1) alignment of the client service representative (CSR) team to the strategy and the new model; 2) infrastructure and the need to make a commitment to invest in bringing this up to a best in class level; and 3) building a critical mass in the CSR group.

On December 22, 2010, the chief executive officer of Al Hilal Bank in the United Arab Emirates was preparing to address a group of international banking executives who were interested in understanding what decisions had contributed to Al Hilal’s success thus far, and what challenges the bank would face in 2011 and beyond. In two and a half years, Al Hilal had developed a respected and fast-growing Islamic bank. The Al Hilal team had combined a foundation of strong corporate governance practices, a strong risk management framework, and an innovative customer service culture. As proof of its success, it had become profitable in the third quarter of 2009, and profits were rising rapidly.

The founder of Sushilicious, a new restaurant in California, was thinking about how to make his second year in the business even more successful. His objective is to grow the current base for his restaurant with a limited marketing budget. The founder has had success building his first restaurant using a combination of social media tools and now wonders how he can build upon his current communication strategy.

The founder of Sushilicious, a new sushi restaurant in California, is wondering how to make his second year in the business even more successful. His objective is to grow the current base for his restaurant with a limited marketing budget. The founder has had success building his first restaurant using a combination of social media tools and now wonders how he can build upon his current marketing strategy. Furthermore, should he franchise the Sushilicious concept, open a second restaurant, or focus entirely on the first location?