Hwa Gung Tea (HGT), a premium tea brand founded in Taiwan, has a rich history dating back to 1918. For many decades, the family business has been producing and distributing alpine Oolong tea cultivated at above 2,000 metres on the famous tea-producing Lishan mountains. Having transitioned through four generations, HGT's unique value proposition was an end-to-end value chain integrator from tea cultivation, harvesting, production, and wholesale distribution to retail, including branding and marketing. Few tea companies in Taiwan managed the entire process chain as HGT did. Johnny Tu, the fifth-generation CEO, led HGT to become ISO 20000 and HACCP-certified, winning several domestic and international awards. Collaborations with prestigious names like China Airlines, Mandarin Oriental Hotel, and Michelin-starred restaurants also enhanced the brand's visibility. Besides his efforts to grow HGT as a premium brand, Johnny also believed that HGT can lead in creating social impact. He worked assiduously with the indigenous people living in the Lishan mountains and offered them job opportunities, fostered their skill development, and encouraged them to take pride in their vocations. By doing so, he wished to keep the indigenous community together with economic activities and preserve the artisanship of tea cultivation in Taiwan. In 2024, after nearly 20 years of managing the family business, Johnny faced the challenge of expanding globally while preserving HGT's legacy. Balancing tradition and innovation, he experimented and created new flavours while engaging the younger generation through his lectures about tea. Confronted by regulatory hurdles, food safety scandals, counterfeit teas, and skills crunch in tea-making, he contemplated the future of the family business. How can Johnny navigate these complexities while leveraging his inherited intangible assets as a family business successor, tea-making master, and educator?

The two-part case study discusses the challenges faced by the two talented professionals in their respective careers and the influence of mindfulness on their growth and development. Case A focuses on mindfulness concepts applied to help unlock talent while Case B builds on the former case of mindful career development but introduces the additional role of mindful supervision in talent management. This case also focuses on how mindfulness can support the organisation in building a talent pipeline and succeed in the 'war for talent'. In Case A, Astrid was newly promoted to the Head of Marketing in her company's head office in Spain. Moving over from Denmark, she continued to perform well in the new strategic role and was selected to the talent pool for future senior leaders. However, her straight-talking style ruffled the feathers of local co-workers. Case A explores basic questions that are relevant to career managers like: how can one use mindfulness to better unlock their talents and progress in their careers? In Case B, Munn was a young commercial analyst in Singapore who aspired to become a business leader. His track record of good work performance landed him in the talent pool for young future leaders and he was offered the option of choosing between a safe or a risky career track. Fortunately for Munn, his talent pool mentor was an experienced leader who was open to discussing his concerns and providing mindful support. Case B explores not only how mindfulness can unlock the talent of a person, but also provides insights into questions relevant to experienced leaders like: "How can leaders' mindfulness unlock the talent of their subordinates?" and "How can mindfulness help leaders build a strong talent pipeline for the organisation?"

The two-part case study discusses the challenges faced by the two talented professionals in their respective careers and the influence of mindfulness on their growth and development. Case A focuses on mindfulness concepts applied to help unlock talent while Case B builds on the former case of mindful career development but introduces the additional role of mindful supervision in talent management. This case also focuses on how mindfulness can support the organisation in building a talent pipeline and succeed in the 'war for talent'. In Case A, Astrid was newly promoted to the Head of Marketing in her company's head office in Spain. Moving over from Denmark, she continued to perform well in the new strategic role and was selected to the talent pool for future senior leaders. However, her straight-talking style ruffled the feathers of local co-workers. Case A explores basic questions that are relevant to career managers like: how can one use mindfulness to better unlock their talents and progress in their careers? In Case B, Munn was a young commercial analyst in Singapore who aspired to become a business leader. His track record of good work performance landed him in the talent pool for young future leaders and he was offered the option of choosing between a safe or a risky career track. Fortunately for Munn, his talent pool mentor was an experienced leader who was open to discussing his concerns and providing mindful support. Case B explores not only how mindfulness can unlock the talent of a person, but also provides insights into questions relevant to experienced leaders like: "How can leaders' mindfulness unlock the talent of their subordinates?" and "How can mindfulness help leaders build a strong talent pipeline for the organisation?"

When COVID-19 struck in 2020, Singapore responded swiftly with containment and mitigation measures to curb community spread. Underlying the city-state's quick public health response was an all-of-government approach characterised by decisive actions, rigorous surveillance, and prompt adaptation. Additionally, harnessing advanced healthcare technologies, such as artificial intelligence (AI) and data analytics, supported these efforts. Chatbots and automated instant messaging communications, as well as dissemination of information via traditional and social media, helped the public make sense of the uncertainties during the early days of the outbreak. As the pandemic progressed, digital contact tracing and even a robot dog were roped in to complement community surveillance measures as the country fought the war against COVID-19. More importantly, AI-enabled technologies and analytics played a vital role in disease diagnosis and prognosis as well as in supporting the research community in understanding the epidemiology of the novel coronavirus, predicting its evolution, and planning healthcare capacity. In 2023, WHO finally declared the end of COVID-19 as a global health emergency. However, the enduring effects of the pandemic persisted and continued to take a toll on the healthcare sector and on non-COVID-19 patients who had delayed medical care. Part of the burden of endemicity entailed living with the consequences of decisions made to prioritise hospital resources for COVID-19 patients, while non-urgent surgeries were either cancelled or postponed. Addressing the post-pandemic collateral damage became a pressing need. But how? Could AI, data analytics and other advanced technologies contribute to resolving this new healthcare challenge?

The two-part case follows the story of Pav Gill, the whistleblower who helped uncover one of Europe's largest corporate frauds at Wirecard, the German fintech that went bankrupt in 2020. Founded in 1999, Wirecard grew from an inconspicuous company to a listed firm on the blue-chip DAX, Germany's main stock index in 2018. Wirecard's meteoric rise to fame was questioned by some but largely acclaimed by investors who knew little about its murky dealings beneath its successful façade. Part (A) begins in 2018 with Gill joining Wirecard's Singapore office as the Head of Legal for the Asia Pacific region. Within a few months, Gill discovered multiple instances of falsified accounts, forgery, back-dated invoices, round-tripping, and questionable hiring practices. Despite escalating the matter to the Munich headquarters, his efforts on speaking up for justice backfired. Even after he left Wirecard, he was stalked by strangers and sabotaged at job interviews. At that point, he had to decide if he should remain silent or expose the scandal, and if so, how. Part (B) describes the frustration of Sokhbir Kaur, Gill's mother, at Wirecard's harassment and threats to her son's life, before resorting to take matters into her own hands. She initiated contact with well-reputed journalists to expose the scandal-a move that stunned Gill. The Financial Times eventually interviewed them and published the story in January 2019, which spelled the beginning of the end for Wirecard.

The two-part case follows the story of Pav Gill, the whistleblower who helped uncover one of Europe's largest corporate frauds at Wirecard, the German fintech that went bankrupt in 2020. Founded in 1999, Wirecard grew from an inconspicuous company to a listed firm on the blue-chip DAX, Germany's main stock index in 2018. Wirecard's meteoric rise to fame was questioned by some but largely acclaimed by investors who knew little about its murky dealings beneath its successful façade. Part (A) begins in 2018 with Gill joining Wirecard's Singapore office as the Head of Legal for the Asia Pacific region. Within a few months, Gill discovered multiple instances of falsified accounts, forgery, back-dated invoices, round-tripping, and questionable hiring practices. Despite escalating the matter to the Munich headquarters, his efforts on speaking up for justice backfired. Even after he left Wirecard, he was stalked by strangers and sabotaged at job interviews. At that point, he had to decide if he should remain silent or expose the scandal, and if so, how. Part (B) describes the frustration of Sokhbir Kaur, Gill's mother, at Wirecard's harassment and threats to her son's life, before resorting to take matters into her own hands. She initiated contact with well-reputed journalists to expose the scandal-a move that stunned Gill. The Financial Times eventually interviewed them and published the story in January 2019, which spelled the beginning of the end for Wirecard.

In March 2020, the Philippines government announced the first month-long lockdown in Manila and its surrounding regions to curb COVID-19 transmission. The lockdown measures, including the closure of non-essential businesses and stay-home orders, were sudden and drastic, leading to the urban poor's loss of employment and income. Putting food on the table would become a challenge in a city with millions living below the poverty threshold. But while their hunger would not wait, a new relief law needed time to take effect. That was when the private sector took immediate action. Responding to the hunger crisis was Project Ugnayan, a consortium including Ayala Corporation, one of the earliest conglomerates in the Philippines, together with some of the largest private companies and non-profit organisations such as The Philippine Disaster Resilience Foundation (PDRF) and Caritas Manila of the Catholic Church. In a record time of a few days, the private sector-led initiative raised over PhP 1.7 billion (US$33 million) that went into sponsoring a feeding programme for 2.8 million impoverished families (equivalent to some 14 million individuals). Over four weeks, Caritas Manila mobilised over 1,000 parish priests and 10,000 volunteers who went door-to-door distributing grocery vouchers, food packs, and in-kind donations in the Greater Manila Area. As Project Ugnayan ended, the team reflected on the meaningful and impactful contribution the initiative had made to the lives of the vulnerable poor during the tumultuous times of the pandemic. What lessons could be drawn from this collaborative effort of the private sector that can be replicated for future initiatives?

Set in 2022, the case follows the sustainability journey of Jiu Zhen Nan, a 133-year-old Taiwanese pastry brand headquartered in Kaohsiung, the southern city of Taiwan. Jiu Zhen Nan specialises in gourmet traditional Chinese Han pastry, often consumed during major festivals, weddings, and religious celebrations. The century-old brand has an established stronghold at domestic airports, high-speed rail stations, and upscale department stores. Eric Lee, Chairman and the fourth-generation owner, had been at the helm of the family firm since 1996. Given the increased focus on sustainability issues in recent years, he had aligned sustainability priorities with the baked goods business, its core values, and its long-term purpose. Since the mid-2010s, he had led the firm to achieve considerable progress on several aspects of sustainability - food ethics, environmental sustainability, social participation, the promotion of Han pastry culture, and talent cultivation. Those efforts were duly recognised, winning the firm an Excellence in Corporate Social Responsibility award from the CommonWealth Magazine twice, in 2019 and 2021. Lee conceded that realising sustainability goals needed time, given that it would not be a short-term pursuit but rather an ongoing commitment. As he mulled over the options for navigating the prevailing challenges amid the COVID-19 pandemic, he recognised that, at the same time, there was mounting pressure to take even more action toward reducing the business impact on climate change. What more could a food manufacturing business like Jiu Zhen Nan do for the good of the planet, the good of society, and its future success?

This case study follows Malaysia Airlines Berhad (MAB) through its Culture Journey (2018-2021), an initiative to rebuild the corporate culture as part of a broader turnaround strategy. The airline was stricken by twin tragedies in 2014 - the disappearance of Flight MH370 over the Indian Ocean and the downing of Flight MH17 in Ukraine. Such devastation would have bankrupted any airline, and MAB was particularly vulnerable as it has been battling financial difficulties for years. Having undergone numerous restructurings, nationalisation, and leadership turnovers, the airline's decision to embark on a culture transformation was unlike that of previous restructuring plans. Unique to the approach were the unconventional ideas of Dato' Mohd Khalis Abdul Rahim, Group Chief Human Capital Officer, including engaging a religious teacher to boost employee morale, singing the national anthem at company events, and the composition of a corporate song. These efforts to reset the corporate culture were reinforced by a series of neuro-linguistic programming workshops, as well as upskilling and reskilling programmes. While the Culture Journey started to bear fruit, MAB was hit by the strong headwinds of COVID-19 and the eruption of the Ukraine-Russia war. The silver lining was the reopening of Malaysia's international borders in 2022, followed by the rebound of the travel industry and surging passenger traffic volumes. By early 2023, MAB was in its strongest financial position in years. The airline also won a national HR award for the success of its human capital development effort, an integral part of the Culture Journey. However, the road ahead to rebuilding its reputation, repositioning it as a premium airline, and recapturing market share in a highly competitive industry was still long and arduous. The question remained: could the airline sustain its revitalised culture in the post-pandemic world?

The case is set in June 2021, 15 months into the COVID-19 pandemic. It begins with the CEO of a boutique hotel in Singapore battling mental burnout as he struggled to keep his hard-hit hotel business afloat. He then sought advice from a friend working with the Mindfulness Initiative@SMU and was recommended the Mindfulness-Based Strategic Awareness Training (MBSAT). MBSAT is a course designed specifically for executives who wish to improve their decision-making through a heightened sense of strategic awareness to derive good outcomes. It is particularly suitable for organisation leaders and individuals who aspire to acquire skilful decision-making abilities. Through an eight-session program that teaches formal and informal mindfulness techniques to enhance mental clarity, the key objective of MBSAT is to increase personal well-being, thus resulting in a flourishing life. The case proceeds with five participants of the previous course runs sharing their experiences, their interpretation of mindfulness, and the MBSAT interventions they found useful. It also details how they managed workplace stress, navigated the decision-making process, and coped with COVID-19-related challenges. The case ends with the protagonist feeling excited about the potential benefits mindfulness training could bring to the workplace. He then mulled over the possibility of introducing mindfulness to his organisation.

In 2021, IPI celebrated its tenth anniversary since its inception as a public-funded innovation intermediary in Singapore, a city-state with a strong focus on innovation as an economic growth strategy. Among the many initiatives promoted by the government agencies is open innovation - an approach that enables firms, both large and small, to pursue innovation with the help of external expertise or partners, as few could innovate effectively on their own. As a neutral party facilitating collaboration between the local SME community and technology innovators in developing new products, services, and processes, IPI is the missing element that plugs the gap in the local innovation ecosystem. Its value proposition includes reaching a wider network of partners, acquiring industry-specific knowledge insights, and identifying and catalysing new market opportunities for licensing technology by a multidisciplinary team. Over the past decade, IPI has grown into a trusted intermediary for thousands of companies that are either seeking or offering innovative solutions. However, IPI is still unknown to many among the 300,000 plus SME community in Singapore. Wong Lup Wai, who took the helm as CEO in 2019, has set out to rebrand IPI's identity and strengthen its service offerings. He concedes there is still much work to be done. What factors will help IPI succeed in the next decade? How can IPI scale its key services to create an even more vibrant innovation community for SMEs?

The OneMotoring portal is a one-stop gateway to vehicle-related services and an integral resource for the motoring community in Singapore. From real-time traffic updates to renewing road tax, paying transport-related fees, and supporting the entire lifecycle of vehicle ownership, the portal offers more than a hundred digital services delivered by the Land Transport Authority (LTA), the government agency overseeing land transport in the country. In the early 2000s, LTA was among the forerunners in the digitalisation of public services and had battled its fair share of challenges commonly encountered by agencies embarking on a digital transformation journey. Users' lack of computer literacy, the loss of human touch in service delivery, the difficulty in authenticating user digital identity, and workforce transition were among the common pertinent issues. Through stakeholder engagement, work redesign, employee retraining, leveraging government-wide shared services, and active partnership with multiple entities, LTA had succeeded in surmounting those obstacles. While the portal continued to serve and meet most of the motorists' needs, LTA did not rest on its laurels. Moving forward to 2022, LTA saw the opportunity to push the envelope further to serve motorists better. In the pipeline was a new round of system upgrades, which included the evaluation of newer technologies to speed up the delivery of services and policy changes. With so many digital possibilities presented by technological advancements, how best could LTA reimagine the delivery of vehicle services from the future of mobility perspective?

In 2014, ProGlove emerged the third-place winner in Intel's "Make It Wearable Challenge". The ProGlove team of four who had met at the Technical University of Munich in Bavaria, Germany, had submitted the idea of a "smart glove," which was a barcode scanner, motion detector, and RFID reader connected to the back of an industrial-grade work glove for use in high volume manufacturing. The idea was based on observations of BMW's assembly lines, where each item had to be scanned before being assembled. The process involved finding a scanner, picking it up, scanning the component, and then putting away the scanner again. A smart glove could achieve this more quickly and ergonomically, optimising worker productivity and allowing extra steps in quality control to be included in the production. The team eventually walked away with US$250,000 prize money from the competition. A visit to the Consumer Electronics Show in the US in early 2015 made them realised there was interest in their product not only from manufacturing companies but also from the logistics and service industries. The company grew, developing a sturdy and easy-to-use smart glove with bar code scanning capabilities. Customers eagerly adopted the new glove, benefitting from the combined improvements in speed, quality and ergonomics for a relatively low up-front cost for just the scanner and glove. In 2018, the new CEO, Andreas Königs, brought the company's focus back to the software side, and launched the new "ProGlove Insight" in March 2021. ProGlove Insight combined hardware with software that was capable of analysing the glove's data and making it available to the management for advanced analytics and decision-making.

Many Chinese family businesses are facing a succession crisis due to the lack of succession planning. Contrary to this finding, Chen Koon-yaw, the fourth-generation owner of the Hop Lion Feather Works Corporation, had planned early and handed the leadership role over to the next generation well before his retirement age. Hop Lion is a supplier of processed down and feathers to well-known consumer brands specialising in beddings and winter coats, including Canada Goose, Moncler, The North Face, and many others. Founded in 1908 and headquartered in Taiwan, the century-old family business had faced multiple crises that threatened its survival in the early 1990s - family separation, employee betrayal, loss of major clients and a highly volatile business environment. Chen's experience of an abrupt takeover of the family business after the demise of his father had led to his decision of not leaving succession planning to chance, and grooming his son as the next leader well in advance. Even after officially handing over to his elder son in 2015, there were doubts on whether he would truly let go. At 61, he had stepped down earlier than most Taiwanese CEOs. Should he continue to exert control over his successor to influence decision-making?

This case depicts Singapore's TraceTogether (TT) story, beginning in early 2020 when COVID-19 was spreading globally with ravaging effects. TT was the world's first national application of a digital contact-tracing tool. Remarkably, the initial version of TT was developed and launched in just eight weeks. The increasing adoption of TT (both as a mobile app and as a hardware token) enabled the early identification and isolation of infected cases much faster than manual tracing. Part A of the case covers the related events and decision-making until the launch of the TT app on 20 March 2020. Part B covers the subsequent development efforts, version upgrades, follow-on releases and other issues until November 2021. The ability of the Government Technology Agency of Singapore (GovTech) to respond quickly to this unforeseen crisis was germinated about 7 years prior. Chan Cheow Hoe, Deputy CEO led the transition to a bimodal IT organisation which was internally capable of exploratory and rapid software development, and recently Jason Bay, Senior Director, led the overall effort to create and launch the TT app. As Singapore's COVID-19 situation was changing dynamically, so were the national response policies and the TT app. In August 2021, government officials announced that Singapore would begin the adjustment of living with COVID-19 as an endemic. Yet, as of November 2021, the situation was still highly volatile with the emergence of the Omicron variant. To this end, what would the future hold for TT? Should the health authority sunset TT to assuage concerns of national surveillance? Should they encourage the population to keep using TT as uncertainties remained due to the emergence of new COVID-19 variants? Could a subset of TT's capabilities be repurposed for other national initiatives? What new types of foundational capabilities and supporting infrastructure should GovTech start putting in place now to prepare in advance for the next big unknown?

This case depicts Singapore's TraceTogether (TT) story, beginning in early 2020 when COVID-19 was spreading globally with ravaging effects. TT was the world's first national application of a digital contact-tracing tool. Remarkably, the initial version of TT was developed and launched in just eight weeks. The increasing adoption of TT (both as a mobile app and as a hardware token) enabled the early identification and isolation of infected cases much faster than manual tracing. Part A of the case covers the related events and decision-making until the launch of the TT app on 20 March 2020. Part B covers the subsequent development efforts, version upgrades, follow-on releases and other issues until November 2021. The ability of the Government Technology Agency of Singapore (GovTech) to respond quickly to this unforeseen crisis was germinated about 7 years prior. Chan Cheow Hoe, Deputy CEO led the transition to a bimodal IT organisation which was internally capable of exploratory and rapid software development, and recently Jason Bay, Senior Director, led the overall effort to create and launch the TT app. As Singapore's COVID-19 situation was changing dynamically, so were the national response policies and the TT app. In August 2021, government officials announced that Singapore would begin the adjustment of living with COVID-19 as an endemic. Yet, as of November 2021, the situation was still highly volatile with the emergence of the Omicron variant. To this end, what would the future hold for TT? Should the health authority sunset TT to assuage concerns of national surveillance? Should they encourage the population to keep using TT as uncertainties remained due to the emergence of new COVID-19 variants? Could a subset of TT's capabilities be repurposed for other national initiatives? What new types of foundational capabilities and supporting infrastructure should GovTech start putting in place now to prepare in advance for the next big unknown?

The case illustrates the inventory management dilemma at The Star Clinic, a mobile medical clinic. The resident doctor at the clinic prefers commonly prescribed medicines, in particular Panadol, a brand of paracetamol (a pain relief drug), to be well stocked whereas the procurement manager seeks to minimise the holding cost of medicines. Wanting to set a very high patient service level, the doctor is demanding paracetamol to be readily available and dispensable at all times in the clinic. Patients should not need to wait three days before the next batch of stock arrives. On the contrary, the procurement manager adopts a financial perspective and focuses on the profit-and-loss reporting of the company. How can the clinic resolve the dilemma and enhance its inventory allocation and service levels?

In July 2021, Duolingo became one of the few mission-driven education-technology companies to list on the Nasdaq Stock Exchange in the US. Founded in 2011 by Luis von Ahn, a Carnegie Mellon professor from Guatemala, and his doctoral student, Severin Hacker, the start-up was born with a social mission to make language learning universally available. A large part of Duolingo's value proposition was underpinned by free access to all content, game-like lessons, and keeping learners motivated - a recipe that boosted user retention and increasingly, the conversion to paid subscription. Duolingo had enjoyed resounding success, pulling in close to 40 million active monthly users around the globe on its platform. Not only did the firm's value creation resonate with users (including Bill Gates and Syrian refugees), its exponential growth and positive free cash flow indicating the company's liquidity - had attracted major investors including Google. In a space where listed firms played to the tune of investors' quest for more revenue, how could Duolingo balance public markets' demands for growth and profitability while maintaining its original mission of free education moving forward?

Handout for Case SMU837

In November 2020, after the world's largest online shopping festival, also known as Singles' Day or "11.11 Global Shopping Festival" in China ended on a high note, the express delivery industry was again confronted with issues of burgeoning packaging waste and increasing carbon footprint from parcel deliveries. Cainiao Smart Logistics Network, a logistics arm of Alibaba Group, the largest e-commerce company in China, had been mitigating the impact caused by rapid e-commerce and logistic development. An e-commerce logistics platform, Cainiao led the industry to embark on nationwide green campaigns and launched digitalisation initiatives, including the introduction of e-shipping labels, smart packing, sorting, and parcel routing algorithms. On a broader scale, Cainiao had also built smart warehouses, and deployed robots and autonomous vehicles that contributed to lower ecological footprint. Yet, much remained to be done and at a significant cost. What else could Cainiao do to promote going green, keeping in mind that there was an economic cost associated with all such initiatives?