The case features Ina Botha, executive director for South Africa-based Commercial Cold Storage and Logistics (CCS Logistics), critically reflecting on the lessons learned during her tenure leading the organization. Botha initiated and led a three-and-a-half-year culture change journey, which helped improve accountability and results. Now that she was considering a larger role within the organization’s parent company, Oceana Group, she reflected on whether the new culture had been embedded within CCS Logistics and if it would be sustainable in a new era under different leadership. What should she recommend the incoming joint executive directors of the business continue to do or do differently to ensure the new culture supported the business in achieving its strategic objectives?

The case features Ina Botha, executive director for South Africa-based Commercial Cold Storage and Logistics (CCS Logistics), critically reflecting on the lessons learned during her tenure leading the organization. Botha initiated and led a three-and-a-half-year culture change journey, which helped improve accountability and results. Now that she was considering a larger role within the organization's parent company, Oceana Group, she reflected on whether the new culture had been embedded within CCS Logistics and if it would be sustainable in a new era under different leadership. What should she recommend the incoming joint executive directors of the business continue to do or do differently to ensure the new culture supported the business in achieving its strategic objectives?

The case features Dax Holding, Managing Director of Mungo Mill, Plettenberg Bay, Western Cape Province, South Africa, considering the decisions he needs to take to scale the business given the market demand for their products. He needs to find a way to resolve the apparent values conflict between a number of factors. Their family business was built around being environmentally conscious, sustainable and valuing the tradition of using antique weaving looms. Intrinsic to this, is the preservation of their traditional craft textile business. This may present a conflict when considering the need to achieve a higher volume of sales through digital distribution channels, which was regarded as an impersonal approach and requiring more efficient machinery.. Central to their distinctiveness as a business is their concern for the environment reflected in an ethos of transparency and eco-friendly production with a focus on organic sourcing of materials such as cotton and bamboo earning them the Global Organic Textile Standard (GOTS) certification. These factors reflect a strong identity and values framework and also includes their commitment to the upliftment of their staff and the local community as evidenced in their "Move" program. As Dax considers various options for growing the business, his concerns revolve around continuing Mungo's growth trajectory whilst retaining their identity as an authentic, sustainable, quality, craft products business.

Swartzberg knew his expansion model was working but wondered if the strategy of partnering with insurance companies was not limiting the potential of South-Africa-based Vitality Group. Swartzberg was concerned about the possible limitations of this model and wondered if the time had come for Vitality to acquire a license and go it alone as a fully-fledged insurance company in a new market. According to Swartzberg, "We are an insurance company; however, we sell our intellectual property internationally. So far it's going well and we are successful. Our dilemma is whether we should have our own license in a country, take the risk ourselves, and get involved in capital investment? Or should we continue with our existing business model of offering intellectual property to partners and expand along with them?"

Comair Limited was South Africa’s largest private airline and consisted of British Airways SA and the low-cost airline kulula.com. After acquiring more fuel-efficient aircraft, Comair decided to adopt Sabre, a reservation and scheduling technology platform. Initially, some Comair executives thought that the Sabre implementation was an IT project, but they soon realized that all employees were affected and that a culture change was required to successfully implement the new standardized way of working. An organizational transformation company was hired and “Operation Crossover” was created as a reference point for employees and metaphor for change in order to enable the change process, starting with a change readiness assessment and culture change roadmap. How could Comair’s CEO capitalize on the positive changes from this project and maintain the profitability and growth of the last 68 years?

Comair Limited was South Africa's largest private airline and consisted of British Airways SA and the low-cost airline kulula.com. After acquiring more fuel-efficient aircraft, Comair decided to adopt Sabre, a reservation and scheduling technology platform. Initially, some Comair executives thought that the Sabre implementation was an IT project, but they soon realized that all employees were affected and that a culture change was required to successfully implement the new standardized way of working. An organizational transformation company was hired and "Operation Crossover" was created as a reference point for employees and metaphor for change in order to enable the change process, starting with a change readiness assessment and culture change roadmap. How could Comair's CEO capitalize on the positive changes from this project and maintain the profitability and growth of the last 68 years?