個案總覽

In January 2018, a senior manager at Labatt Breweries of Canada, headquartered in Toronto, was thinking of how to launch an influencer strategy for the Budweiser brand in Canada. The manager needed a strategy to connect with a group of influential bloggers and other influencers in Canada. These influencers’ opinions affected the way different brands were viewed. Getting the influencers on-side would require finesse as Budweiser was typically seen as different from the new, popular craft-brew brands. Budweiser was the leading beer brand in Canada. It needed to be more relevant to the 18–24 target group, a group that the brand had struggled to reach despite allocating significant marketing dollars to promote its product. The senior manager, who was looking into implementing an influencer marketing campaign, realized that she needed to do some planning regarding how to take into account influencers’ views and preferences.

The chief operating officer at Cambridge Cooling Systems (CCS), based in Cambridge, Ontario, was helping his senior team prepare for two conference calls, with Italy and India, where CCS had foreign subsidiaries. At first glance, the chief issue with Italy seemed to be a lack of response from the managing director for Europe to detailed questions posed by project management for CCS. The issue with India seemed to be an inability to issue and stick to sales goals, and the Cambridge project manager wanted to speak about this with the managing director for Asia as soon as possible. However, further analysis revealed issues with how the headquarters in Cambridge had been managing its subsidiaries. Communications had broken down, and a conference call or two would not resolve the problem.

The chief operating officer at Cambridge Cooling Systems (CCS), based in Cambridge, Ontario, was helping his senior team prepare for two conference calls, with Italy and India, where CCS had foreign subsidiaries. At first glance, the chief issue with Italy seemed to be a lack of response from the managing director for Europe to detailed questions posed by project management for CCS. The issue with India seemed to be an inability to issue and stick to sales goals, and the Cambridge project manager wanted to speak about this with the managing director for Asia as soon as possible. However, further analysis revealed issues with how the headquarters in Cambridge had been managing its subsidiaries. Communications had broken down, and a conference call or two would not resolve the problem.

AquaBounty Technologies, Inc. (AquaBounty) was a small, U.S. biotechnology company that focused on improving productivity in commercial aquaculture. In 2015, the company had received approval from the U.S. Food and Drug Administration to sell its genetically modified AquAdvantage salmon in the United States. Public reaction was mixed, with heavy criticism from some environmentalists. One year later, in May 2016, AquaBounty received approval from Health Canada to sell AquAdvantage salmon in Canada. The company's director of Corporate Communications needed to prepare for the announcement of Health Canada's approval, to be made public later that week. What should he include in the company's issues management plan to ensure that AquaBounty would receive balanced feedback from the Canadian public?

AquaBounty Technologies, Inc. (AquaBounty) was a small, U.S. biotechnology company that focused on improving productivity in commercial aquaculture. In 2015, the company had received approval from the U.S. Food and Drug Administration to sell its genetically modified AquAdvantage salmon in the United States. Public reaction was mixed, with heavy criticism from some environmentalists. One year later, in May 2016, AquaBounty received approval from Health Canada to sell AquAdvantage salmon in Canada. The company’s director of Corporate Communications needed to prepare for the announcement of Health Canada’s approval, to be made public later that week. What should he include in the company’s issues management plan to ensure that AquaBounty would receive balanced feedback from the Canadian public?

In February 2017, Scotiabank’s vice-president of digital enablement was sitting in his office at Scotiabank’s Digital Factory in downtown Toronto. He was reflecting on his recent introduction to the financial technology (fintech) company Kabbage, and on how successfully the partnership was progressing. Scotiabank’s vice-president was considering what opportunities the bank should pursue next, specifically in the area of blockchain. The Scotiabank–Kabbage partnership provided a valuable guideline for future partnerships. At the partnership’s launch, the group head of Canadian banking at Scotiabank said that the partnership with Kabbage set “an example of how banks and fintechs are working together to provide customers with a better banking experience.” However, all partnerships did not work in the same way. How could Scotiabank devise an effective partnership strategy, considering the unique contexts in different sectors and geographic markets?

In February 2017, Scotiabank's vice-president of digital enablement was sitting in his office at Scotiabank's Digital Factory in downtown Toronto. He was reflecting on his recent introduction to the financial technology (fintech) company Kabbage, and on how successfully the partnership was progressing. Scotiabank's vice-president was considering what opportunities the bank should pursue next, specifically in the area of blockchain. The Scotiabank-Kabbage partnership provided a valuable guideline for future partnerships. At the partnership's launch, the group head of Canadian banking at Scotiabank said that the partnership with Kabbage set "an example of how banks and fintechs are working together to provide customers with a better banking experience." However, all partnerships did not work in the same way. How could Scotiabank devise an effective partnership strategy, considering the unique contexts in different sectors and geographic markets?

Earls Restaurants, Ltd., a Canadian restaurant chain headquartered in Vancouver, was facing a communications crisis in April 2016, when it changed its sourcing policy with regard to beef. In a bid to appeal to millennial consumers, who were conscious of animal welfare standards, it decided to source beef from a U.S. farm that had its beef independently certified as humane. This cut out the restaurant’s traditional supply sources among Canadian ranchers, most specifically in Alberta, where the restaurant chain had been founded. The backlash was immediate. After discussing the situation with his core management team and asking a consultant for help formulating a communication strategy, the company’s president had to decide how to proceed to restore the company’s reputation. Should Earls do nothing and wait for the attention to die down, go back to sourcing its beef through Canadian suppliers, or continue to serve humane beef in its restaurants?

On January 18, 2016, the chief executive officer and chief technology officer of Geosoft Inc. (Geosoft) met in Toronto, Canada, with the company's executive team and regional directors for a critical three-day strategic planning session. Geosoft was a privately held, employee-owned, mid-sized global company that worked to help earth scientists and explorers make discoveries through innovative data solutions and services. The focus of the meeting-a new technology strategy to protect Geosoft from the impact of a global economic downturn affecting its primary markets-was pivotal to Geosoft's current and future growth. This new strategy, known within Geosoft as the digital intimacy strategy, would radically change the way the company communicated with its customers. Geosoft's customers were located in five major geographic regions: Latin America, Africa, Australia (including Asia), Europe, and North America. Rolling out the strategy demanded seamless communication of change to multiple stakeholders in vastly differing cultures across five continents. The new digital intimacy strategy was planned for rollout in September 2016 with implementation in 2017. For the new strategy to work, communication was crucial.

Until 2014, Blossom Inners Pvt. Ltd. (Blossom), a leading lingerie brand in India, had followed the accepted standard of advertising lingerie with images of skin-revealing models. Influenced by their personal philosophy and concern about increasing crimes against women, the company’s directors decided to break from the time-tested lingerie industry standards of communicating with sensual appeal. According to the managing director, Blossom would gain moral support from its customers by being the first in the industry to do away with body-revealing advertisements; however, sales figures dropped to low levels, senior marketing employees left the company, and customer service was flooded with calls. The directors, who were determined to stick to their plan, approached an innovative designer to create a new marketing strategy. Could this new advertising partner help Blossom stem its declining sales? What information should be included in the brief given to the designer? How could the designer advertise Blossom’s lingerie while honouring the directors’ philosophy?

Until 2014, Blossom Inners Pvt. Ltd. (Blossom), a leading lingerie brand in India, had followed the accepted standard of advertising lingerie with images of skin-revealing models. Influenced by their personal philosophy and concern about increasing crimes against women, the company's directors decided to break from the time-tested lingerie industry standards of communicating with sensual appeal. According to the managing director, Blossom would gain moral support from its customers by being the first in the industry to do away with body-revealing advertisements; however, sales figures dropped to low levels, senior marketing employees left the company, and customer service was flooded with calls. The directors, who were determined to stick to their plan, approached an innovative designer to create a new marketing strategy. Could this new advertising partner help Blossom stem its declining sales? What information should be included in the brief given to the designer? How could the designer advertise Blossom's lingerie while honouring the directors' philosophy?

On January 18, 2016, the chief executive officer and chief technology officer of Geosoft Inc. (Geosoft) met in Toronto, Canada, with the company’s executive team and regional directors for a critical three-day strategic planning session. Geosoft was a privately held, employee-owned, mid-sized global company that worked to help earth scientists and explorers make discoveries through innovative data solutions and services. The focus of the meeting—a new technology strategy to protect Geosoft from the impact of a global economic downturn affecting its primary markets—was pivotal to Geosoft’s current and future growth. This new strategy, known within Geosoft as the digital intimacy strategy, would radically change the way the company communicated with its customers. Geosoft’s customers were located in five major geographic regions: Latin America, Africa, Australia (including Asia), Europe, and North America. Rolling out the strategy demanded seamless communication of change to multiple stakeholders in vastly differing cultures across five continents. The new digital intimacy strategy was planned for rollout in September 2016 with implementation in 2017. For the new strategy to work, communication was crucial.

Earls Restaurants, Ltd., a Canadian restaurant chain headquartered in Vancouver, was facing a communications crisis in April 2016, when it changed its sourcing policy with regard to beef. In a bid to appeal to millennial consumers, who were conscious of animal welfare standards, it decided to source beef from a U.S. farm that had its beef independently certified as humane. This cut out the restaurant's traditional supply sources among Canadian ranchers, most specifically in Alberta, where the restaurant chain had been founded. The backlash was immediate. After discussing the situation with his core management team and asking a consultant for help formulating a communication strategy, the company's president had to decide how to proceed to restore the company's reputation. Should Earls do nothing and wait for the attention to die down, go back to sourcing its beef through Canadian suppliers, or continue to serve humane beef in its restaurants?

Honda Canada was coping with a communications and supply chain crisis after a triple disaster — an earthquake followed by a tsunami and a nuclear meltdown — that hit Japan in March 2011. Honda’s worldwide supply chain was characterized by a just-in-time, single-source approach, wherein the supplier for each component provided the best quality at the lowest price. The approach normally ensured economies of scale but now, in an abnormal time, Honda’s supply chain was vulnerable. In the short term, Honda Canada had to manage the chaos through effective communication with its stakeholders. In the long term, it had to ensure checks and balances in its supply chain. See supplemental case 9B16D005.

Supplement to be used with 9B16D004.

Honda Canada was coping with a communications and supply chain crisis after a triple disaster - an earthquake followed by a tsunami and a nuclear meltdown - that hit Japan in March 2011. Honda's worldwide supply chain was characterized by a just-in-time, single-source approach, wherein the supplier for each component provided the best quality at the lowest price. The approach normally ensured economies of scale but now, in an abnormal time, Honda's supply chain was vulnerable. In the short term, Honda Canada had to manage the chaos through effective communication with its stakeholders. In the long term, it had to ensure checks and balances in its supply chain.

Honda Canada was coping with a communication and supply chain crisis after a triple disaster - an earthquake followed by a tsunami and a nuclear meltdown - that hit Japan in March 2011. Honda's worldwide supply chain was characterized by a just-in-time, single-source approach, wherein the supplier for each component provided the best quality at the lowest price. The approach normally ensured economies of scale but now, in an abnormal time, Honda's supply chain was vulnerable. In the short term, Honda Canada had to manage the chaos through effective communication with its stakeholders. In the long term, it had to ensure checks and balances in its supply chain. See supplemental case B.

<p style="color: rgb(197, 183, 131);"><strong> AWARD WINNER - Responsible Leadership category at the EFMD Case Writing Competition</strong></p><br>The president and CEO of Providence Healthcare needs to devise a plan to sustain positive change at the health care company. In just four years, she has led the organization through massive change and turnaround, from potential crisis to financial health and innovation. She now needs to consider how to integrate and embed the values that helped her drive change and foster collaboration, both at Providence and with its key partners. What more can she do to sustain positive change at Providence Healthcare through her values-based leadership and to win the support of key stakeholders well into the future? Much of the success thus far has depended on her values and character as a leader.

The president and CEO of Providence Healthcare needs to devise a plan to sustain positive change at the health care company. In just four years, she has led the organization through massive change and turnaround, from potential crisis to financial health and innovation. She now needs to consider how to integrate and embed the values that helped her drive change and foster collaboration, both at Providence and with its key partners. What more can she do to sustain positive change at Providence Healthcare through her values-based leadership and to win the support of key stakeholders well into the future? Much of the success thus far has depended on her values and character as a leader.

In July 2001, the newly elected president of the board of directors at Dovercourt Recreation Centre in Ottawa, Ontario, faces a dilemma. The facility’s executive director has suggested that in light of a poor performance review, his only option might be to resign. He is revered by his staff and the community for his passionate advocacy of outreach to disadvantaged and marginalized populations and has a successful track record in running the organization and popularizing its programs throughout the city. However, he is under great stress because his informal management style does not fit well with the board’s need for specific monthly accounting. The new president was recruited to improve unproductive board meetings, but he has quickly realized the root issue is the escalating tension between the executive director and the board. Confident that he can use his consulting background to deliver a solution to the conflict that threatens to undermine the centre’s strong reputation, he needs a plan and must act on it decisively and immediately.