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Airports are complex environments, with decision-making processes divided among numerous authorities, and many stakeholders pursuing their own interests. Based on Normand Boivin's tenure as chief operating officer (COO) of Heathrow Airport between 2011 and 2018, the case addresses various capacity-related issues ranging from customer satisfaction to solutions studied and implemented. Heathrow is Europe's busiest international airport and one of the major hubs of the civil aviation world. Yet Heathrow faces the same challenges as all other major airports in industrialized countries. When Boivin was appointed COO in 2011, the airport's competitive position had been heavily damaged by a reputation for poor customer service. When he stepped down, seven years later, Heathrow found itself once again in an enviable competitive position. The case reviews the steps taken by Boivin to resolve many of the problems it had faced.

Airports are complex environments, with decision-making processes divided among numerous authorities, and many stakeholders pursuing their own interests. Based on Normand Boivin's tenure as chief operating officer (COO) of Heathrow Airport between 2011 and 2018, the case addresses various capacity-related issues ranging from customer satisfaction to solutions studied and implemented. Heathrow is Europe's busiest international airport and one of the major hubs of the civil aviation world. Yet Heathrow faces the same challenges as all other major airports in industrialized countries. When Boivin was appointed COO in 2011, the airport's competitive position had been heavily damaged by a reputation for poor customer service. When he stepped down, seven years later, Heathrow found itself once again in an enviable competitive position. The case reviews the steps taken by Boivin to resolve many of the problems it had faced.

This two-part case looks at flowcasting at Princess Auto, going beyond a simple presentation. Case A describes the challenges of implementing this system and its impact on the accountabilities of employees who are responsible for store replenishment, while Case B describes situations that are specific to Princess Auto, such as stocking surplus items (a unique strategy to attract customers to its stores) and the challenges of e-commerce.

This two-part case looks at flowcasting at Princess Auto, going beyond a simple presentation. Case A describes the challenges of implementing this system and its impact on the accountabilities of employees who are responsible for store replenishment, while Case B describes situations that are specific to Princess Auto, such as stocking surplus items (a unique strategy to attract customers to its stores) and the challenges of e-commerce.

The case begins in January 2014, when Brad Parsons, CEO of the NEA Baptist Health System, decided to take advantage of the inauguration of a new hospital to begin a profound organizational transformation. The deployment of a new management system called the Baptist Management System (BMS) to lay the foundations for a patient-centred culture of continuous improvement was launched. A few years earlier, the Baptist Memorial Health Care Corporation (hereinafter, Baptist Corporation) had hired Skip Steward as chief improvement officer. Together Parsons and Steward spearheaded the transformation at NEA Baptist, designated the model site for the entire corporation. The development of the new management system was based partly on systems seen elsewhere (such as at Denver Health) but also, and more importantly, on the reflections of its leaders and their own learning experiences. As Steward said, "Everything is an experiment!" This case explores three major questions: 1) What are the key success factors for the successful deployment of a management system? 2) What skills do the organization's leaders need to guide the transformation and introduce the new management system? 3) How can they ensure the sustainability of that new management system?

The case begins in January 2014, when Brad Parsons, CEO of the NEA Baptist Health System, decided to take advantage of the inauguration of a new hospital to begin a profound organizational transformation. The deployment of a new management system called the Baptist Management System (BMS) to lay the foundations for a patient-centred culture of continuous improvement was launched. A few years earlier, the Baptist Memorial Health Care Corporation (hereinafter, Baptist Corporation) had hired Skip Steward as chief improvement officer. Together Parsons and Steward spearheaded the transformation at NEA Baptist, designated the model site for the entire corporation. The development of the new management system was based partly on systems seen elsewhere (such as at Denver Health) but also, and more importantly, on the reflections of its leaders and their own learning experiences. As Steward said, "Everything is an experiment!" This case explores three major questions: 1) What are the key success factors for the successful deployment of a management system? 2) What skills do the organization's leaders need to guide the transformation and introduce the new management system? 3) How can they ensure the sustainability of that new management system?