This case highlights Wärtsilä's significant role in the decarbonization journey of the energy and marine sectors. Despite the difficult financial situation and challenging market dynamics - Wärtsilä was active in industries that relied heavily on fossil fuels with little potential for future growth - CEO Hakan Agnevall took a bold decision to convert threats into opportunities and use decarbonization as a vehicle to transform the company. His vision was to turn the company into a leader in sustainable solutions. The ambitious goal set by Agnevall presented Wärtsilä with numerous challenges. The industries in which the company operated were undergoing disruptive changes, but the transition to sustainable alternatives would take decades. Both the energy and maritime industries were characterized by long-term investment cycles and a certain conservatism in terms of adopting new technologies. One of the major hurdles faced by Agnevall was timing. Wärtsilä already had a portfolio of green technologies ready to be offered to customers, but the market demand for these solutions was not yet fully established. The transition to green solutions would require time. As the industry gradually transformed, Wärtsilä understood that it would take several years before the company could fully benefit from its new strategy and investments in green technologies. Balancing the long-term strategic commitment to decarbonization with the need to address short-term financial imperatives and satisfy shareholders was a critical challenge. Wärtsilä was making long-term investments in various green technologies, but the uncertainty surrounding which technology would eventually prevail added to the complexity of the situation.

On Wednesday 15 September 2021, about 100 On team members were going to jog to the NYSE to mark the running shoe brand's first day as a publicly traded company. One of few unicorns in Switzerland, On had been founded in January 2010 by running enthusiasts David Allemann and Caspar Coppetti, together with former professional athlete Olivier Bernhard. It was one of the fastest-growing global sports brands. In a decade, On had grown from a small start-up, operating out of an old church, to a multinational company employing almost 900 people. It was known across the world, not least thanks to tennis star Roger Federer, who had joined On as an investor and partner. Culture, or "spirit" as it was called at On, was particularly important for the running shoe company. The origin story of On defined the company and was still deeply reflected in present and future aspirations. It had all started with a crazy idea to glue pieces of garden hose to an old sneaker. The highly entrepreneurial mindset - referred to as "explorer spirit" - permeated the company's DNA and was one of the key reasons for its success. The five partners believed it was crucial to maintain that spirit as the organization grew. By going public, the company aimed to secure funding for further global expansion. The funds raised would give the company the resources it needed to fulfil its dreams and help it reach the size required to play in the big league and compete with global players like Nike or Asics. The IPO was a major milestone for On but being a public company would also come with new obligations and increased expectations, from both the public and shareholders. The five partners were aware of the potential risk this represented to the company's culture.

When one of On's co-founders stepped into the elevator at the brand new On Labs headquarters in Zurich, a fellow co-worker asked whether it was also his first day at On. He was speechless. Less than a decade earlier, the 5 partners regularly went for lunch runs with some of the other 30 team members. And now in April 2023, On was a publicly listed multinational company with more than 1,800 employees, some of whom did not know or recognize the founders. This was disconcerting and the five partners reflected on the recent developments. The IPO in 2021 had been a great success and the company had been able to raise $746 million. The funds raised allowed On to further accelerate its growth, and the company had recently passed the CHF 1 billion revenue mark. During the pandemic, 500 new employees had joined the company. To accommodate the growing workforce, a new campus for product development, design and innovation - On Labs, with office space for 1,000 employees - was created in Zurich. After a period of exponential growth, and a number of employees being hired annually - some of them from On's close competitors - the company was facing new pressures and felt at a crossroads. Although the IPO had had a limited impact on the company culture so far, the partners wondered whether the continued dramatic growth would affect the company culture. Were they going to be able to retain their unique culture and keep it from being diluted, while continuing to grow to achieve their mission? The three founders had a unique opportunity to rethink their role and how they could best contribute to On's future success.

Coesia was a privately owned group of industrial companies based in Bologna, Italy. The group went through a two-phase transformation journey when Isabella Seràgnoli became the full owner of the group. One of her first decisions was to name it Coesia, to symbolize cohesion and shared values among the group companies. Her vision was to build a professionally managed, value-driven, sufficiently diversified global group that would be sustainable in the long term. In 2010, Seràgnoli hired a non-Italian newcomer to the industry, Angelos Papadimitriou, as CEO. Six weeks into his tenure, Papadimitriou presented to the board an aggressive ambition of doubling the business by 2015. Achieving this ambition would require a second phase of transformation in terms of strategy, business model and organization. At that time, only one group company, G.D, was truly global. G.D. accounted for 62% of the group's revenues and 99% of its profits. However, it faced some market challenges and potential risks to its future profitability. Papadimitriou and his leadership team would have to develop an overall strategy to build a more balanced, diversified and global group while strengthening G.D. Coesia operated as a loose federation of independent companies each with its own structure, functions and processes. Aside from reshaping the strategy, the group would have to design a business model and an organizational structure to support its ambition of becoming a larger, more global group.

Despite initial skepticism throughout the company, by 2015 Coesia had achieved its "Ambition 2015" by exceeding the revenue goal of €1.5 billion. The company had created legitimate diversification beyond the tobacco industry, while at the same time significantly strengthening its competitive position in tobacco machinery. All the evidence suggested that Coesia's transformation had been a success. In mid-2016 a new goal, "Ambition 2020," was set with the aim of further doubling the 2015 business. The group had made the crucial choice of adopting an operating model that was referred to as the "strategic enabler" model. The enabler model ensured that the individual companies had significant autonomy and P&L responsibility. Functions such as HR, R&D, marketing and finance were created at group level to support the individual companies. A regional structure was added to enable the companies to access global markets. A Coesia identity and culture was also emerging. By the end of 2018, the group had expanded from 12 companies in 2010 to 21. The dramatic increase in size - both in terms of revenue and number of companies - brought new opportunities, challenges and dilemmas. The enabler model had delivered successful results, but the leadership team was reflecting on what, if any, changes were needed to make it scalable and efficient for a larger group.

The hotel industry is being disrupted by new digital players who have entered the market and challenge the conventional hospitality approach. The sharing economy in particular, with the Airbnb start-up in the lead, has created a major challenge, if not a threat, to established hotel chains. As a response, AccorHotels, Europe's leading hotel group, is going through a major digital transformation that impacts its corporate culture, organizational structure, value proposition, and overall business model. The goal is to turn the traditional asset-heavy company into an active player in the new hospitality economy, able to compete head-on with the industry's digital disruptors. Learning objective: The case discusses the strategic response of industry incumbents to the challenges coming from digital disruptors. Participants will be asked to compare the two business models from different angles: how do the different approaches deliver on the consumer proposition, and which are the strengths and weaknesses of each business model. Participants will further be asked to assess the strategic options of an asset-heavy incumbent to react to asset-light competitors in a context of digital disruption. The case serves as a basis to discuss the opportunities and challenges of industry incumbents to transform themselves and better compete in an increasingly digital business environment.

In 2009 several companies were competing in the UK for a share of the fast-growing online grocery market, using two different business approaches. Ocado, a purely online grocer operated out of a dedicated distribution center. The company was founded by three former investment bankers in early 2000. By 2009 Ocado had grown from its original three founders to over 3,000 employees and was just about to become profitable. It faced competition from Tesco.com, the biggest online grocer in the world. Tesco, the UK's leading supermarket chain, had started an internet add-on to its regular business and used existing supermarkets to run its online operations. Learning objectives: This case compares Ocado and Tesco.com business models from a consumer proposition, operational efficiency, profitability and sustainability point of view. Participants will be challenged to think about the challenges online grocers face to meet shoppers' expectations, how operational choices impact the consumer proposition and what opportunities both companies have to further grow their business.

In 2009 several companies were competing in the UK for a share of the fast-growing online grocery market, using two different business approaches. Ocado, a purely online grocer operated out of a dedicated distribution center. The company was founded by three former investment bankers in early 2000. By 2009 Ocado had grown from its original three founders to over 3,000 employees and was just about to become profitable. It faced competition from Tesco.com, the biggest online grocer in the world. Tesco, the UK's leading supermarket chain, had started an internet add-on to its regular business and used existing supermarkets to run its online operations. Learning objectives: This case compares Ocado and Tesco.com business models from a consumer proposition, operational efficiency, profitability and sustainability point of view. Participants will be challenged to think about the challenges online grocers face to meet shoppers' expectations, how operational choices impact the consumer proposition and what opportunities both companies have to further grow their business.