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The chief commissioner of the New South Wales branch of the Scout Association of Australia (Scouts NSW) was appointed in mid-2016, and the last couple of years had presented many challenges. The strategic plan inherited from the last chief commissioner had effected some positive changes across the organization, but the membership numbers were still in a declining trend. While the organization was not in dire financial straits, current operations were not only unsustainable but also affecting the organization’s ability to deliver the quality values-based programs that Scouts had once been well known for. For the next three years (2019–2021), Scouts NSW would need an innovative strategic plan that addressed marketing, revenue generation, and capital repositioning while respecting the organization’s not-for-profit, youth-focused, and values-based structure.

Spreadsheet to accompany product 8B20M012.

In December 2016, two years after the founding of Medicloud, a Singapore-based start-up that offered a medical appointment-booking application, the founder and chief executive officer recognized that the start-up had yet to monetize. A decision regarding a pivot was imminent. He also recognized that there were new opportunities in the areas of employee benefits and insurance for small- and medium-sized enterprises (SMEs). He needed to answer two pressing questions before the company’s initial funding ran out: Should the start-up pivot to serve SMEs? If so, what kind of products and services should it offer to the SMEs?

This case examines the business decisions around managing the community impact of a mining development in the Gobi Desert region of Mongolia at Oyu Tolgoi—one of the larger copper and gold deposits in the world, and a flagship project of Rio Tinto. In 2009, a mining development agreement was reached with the Government of Mongolia on the national level, but negotiations were just ramping up at the local level. New legislation mandated the creation of a local-level agreement, but the exact requirements were vague, leaving a great deal of ambiguity about the obligations of the company. Hoping to establish its so-called social licence to operate, Rio Tinto committed to discussions with local authorities, but the many stakeholders involved have competing interests.

The chief marketing officer (CMO) at an automobile agency was looking at a list of car model features, which he had received from the manufacturing plant. He was expected to provide the manufacturer's suggested retail prices of the cars to dealers the following week and had to decide on the base prices. The CMO asked a data scientist at the research lab to predict prices using the data of past car models. Each car model had different features that could affect the price. The data scientist decided to use feed-forward neural networks as a tool for predicting the prices of new models. After comparing different prediction models, he also wanted to determine which prediction model was suitable for car manufacturing plants.

This note explains the fundamentals of neural networks that are used for classification and prediction systems, with a primary focus on feed-forward back-propagation neural networks.

By late 2018, a Singapore-based non-profit organization, billionBricks, had completed seven projects, rehabilitating more than a thousand homeless and disaster-stricken people in Asia. Its tent product was widely accepted and could, it was projected, meet the needs of millions of homeless people. Despite these achievements, the co-founder and chief executive officer felt that the company’s performance had not met his expectations. A key challenge was communicating with those who needed homes: the company’s traditional methods of communication were ineffective in reaching out to a marginalized population challenged by illiteracy and access to information. However, the prime minister of India had just announced his ambitious plan to end India’s homelessness and sought entrepreneurs for idea generation and execution. Should billionBricks participate in the government housing project to grow its Indian customer base, even if doing so included the risk of potential failure? Or should the company focus instead on other projects and risk being locked out of future housing projects in India?

Saankhya Labs Private Limited (Saankhya), was a fabless semiconductor company formed in 2006 in Bengaluru, India. It provided innovative products and solutions used in consumer electronics, wireless communication, and broadcasting applications. Similar to other domestic telecommunications manufacturing companies in India, Saankhya found it difficult to penetrate the domestic equipment market. While its fluctuating fortunes had stabilized to some degree after 2016, the company continued to struggle in the face of regulatory uncertainty and competition from multinational giants, and the expected advantages of government initiatives intended to support the domestic industry had not yet materialized. In 2018, Saankhya's chief executive officer and co-founder wondered how long the company could survive under such competitive circumstances. Should it compete or collaborate with other stakeholders in the industry?

In May 2019, Australia and New Zealand Banking Group (ANZ) had paused rapid expansion of its massive agile organizational transformation, trying to make the existing program work better. ANZ announced the decision to take the bank agile in May 2017, moving from the traditional command-and-control, risk-based, and process-driven hierarchy to collaborative teamwork. Such decisions came after not only competitive pressures from the disruptive entry of financial technology companies but also a series of internal scandals. Would the agile transformation be a solution for ANZ to respond to these external and internal challenges? How could ANZ be successfully transformed, given its corporate culture that had been deeply rooted for over 180 years?

HCL Technologies Ltd. (HCL) was one of the big four information technology (IT) companies in India. The infrastructure services division (the company’s flagship revenue generator), had phenomenal growth over the years. However, by fiscal year 2015–16, the division was facing growth challenges. Market dynamics, including competition size and capability, client expectations, and the technology landscape, were all changing. The company was trying to build its corporate entrepreneurship function to prepare itself for adapting to these emerging challenges. The HCL enterprise technology office (ETO) exploration team had been chartered by the company to bring new technologies and breakthrough solutions into the organization. The company was looking forward to shifting away from its dependence on its traditional IT infrastructure outsourcing business and toward new technology domains.

In December 2018, US-based Virgin Galactic LLC (Virgin Galactic), a commercial space tourism company founded by Sir Richard Branson, launched its first successful crewed test spacecraft. The company’s goal was to launch suborbital space tourism in 2019. However, experts and critics voiced concerns that Virgin Galactic’s space tourism program could have adverse environmental and health effects. A prominent astronaut also considered Branson’s space program to be a marketing gimmick aimed at ultra-rich consumers. Branson believed that Virgin Galactic caused less environmental pollution than conventional air travel and with time would become affordable. Could Branson make space tourism a feasible reality in the long term? Was Branson right to claim that space tourism would become affordable over time? Should he pursue multiple business opportunities, such as intercontinental space travel and supporting research and development projects, along with space tourism?

Over the course of the 2010s, the rapid advancement of mobile technologies and the rise of online freelancing platforms seemed to portend a radical transformation of labor markets into on-demand, flexible talent pools. Even though several Fortune 500 companies-including Microsoft, Samsung, and General Electric-embraced digital labor solutions, enterprise adoption lagged far behind smaller businesses and startups. Despite the promising potential benefits, concerns persisted about navigating labor regulations, ensuring appropriate vetting, and guaranteeing the quality of work. Sarah Tang, the newly appointed Vice President of Enterprise at Freelancer, Ltd., took on the challenge of crafting the growth strategy, operations, and sales of Freelancer's services to Fortune 500 companies. What it would take to convince more enterprises of the potential of on-demand freelance labor that could help them hire skilled freelancers in volume or in multiple countries simultaneously? What did the future hold for open work practices between enterprises and digital labor markets?

On July 3, 2018, the president of AIESEC in Lebanon was pacing around the lobby of the conference venue before the morning plenary session. As one of the world's largest youth-run organizations, AIESEC developed the youth of the world by sending them on cross-cultural exchange programs. The Lebanon chapter of AIESEC was established in 2011 and grew steadily in its early stages, until it began struggling with commitment and motivation problems at the leadership level, which spilled over to its members. Members who were once attracted by the promise of personal and professional development were leaving the inactive organization, which was no longer contributing to their growth. Lack of motivation and volunteer turnover were also causing a shortage of leadership candidates in the organization's pipeline, which was having a serious impact on the long-term sustainability of AIESEC in Lebanon. From this conference session, the president of AIESEC in Lebanon hoped to address two main questions: How could member's commitment be improved at AIESEC in Lebanon? What processes could be put in place to track the volunteer management changes?

In April 2018, two black customers were arrested at a Starbucks Corporation (Starbucks) outlet in Philadelphia, Pennsylvania, after one of the two men asked to use the restroom while the pair were waiting to meet someone. After a video of the arrest went viral on social media, Kevin Johnson, the chief executive officer of Starbucks, immediately apologized to the men and, further, announced that the company would hold racial bias training across all Starbucks stores in the United States. Johnson was criticized for the presumption that a half-day training session could possibly resolve racial bias issues. Employees also expressed their dissatisfaction with the training program. Johnson also announced an open-toilets policy, which was also criticized, raising several questions: Had Johnson managed the crisis appropriately? How could he make such training effective? Should Johnson change his open-toilets policy? Should he reconsider his decision to conduct such training at the cost of future revenues?

In April 2018, two black customers were arrested at a Starbucks Corporation (Starbucks) outlet in Philadelphia, Pennsylvania, after one of the two men asked to use the restroom while the pair were waiting to meet someone. After a video of the arrest went viral on social media, Kevin Johnson, the chief executive officer of Starbucks, immediately apologized to the men and, further, announced that the company would hold racial bias training across all Starbucks stores in the United States. Johnson was criticized for the presumption that a half-day training session could possibly resolve racial bias issues. Employees also expressed their dissatisfaction with the training program. Johnson also announced an open-toilets policy, which was also criticized, raising several questions: Had Johnson managed the crisis appropriately? How could he make such training effective? Should Johnson change his open-toilets policy? Should he reconsider his decision to conduct such training at the cost of future revenues?

After the management of Magna International Inc. (Magna) tabled a proposal to shareholders in May 2010 to acquire all of Frank Stronach's Class B voting shares for approximately US$1 billion, vociferous opposition emerged, heavily criticizing the process by which the terms had been agreed on and the lack of information provided by the board. The Ontario Securities Commission ruled that Magna needed to provide more information to shareholders. In compliance with that order, Magna released an amendment that included a report from its financial advisor, its advisor’s advice to the Magna board, and PricewaterhouseCooper's evaluation of the deal. In late August 2010, a Magna shareholder needed to decide whether to keep or sell her shares, and wanted to understand what amount, if any, would have been appropriate for Stronach’s Class B voting shares. As a consumer conscious of the environmental, social, and governance aspects of a corporation, she was also concerned whether Magna’s board and special committee had applied good governance principles.

This article aims to help organizations invest wisely in virtual competence by first explaining how this requires the development of three capabilities: virtual self-efficacy, virtual social skill, and virtual media skill. It then highlights concrete actions that managers can take to help ensure that virtual work meets its potential in their organizations. One key finding in the authors’ research is that people develop virtual competence through experience gained at home as well as in the workplace. Their research indicates that the level of virtual competence that exists today is insufficient for the large-scale adoption of virtual work. The authors’ research suggests taking the following steps to develop employees’ skills: First, assess the current state of each employee’s virtual competence. Second, assess the technology toolkit and media available to employees and make changes to support their work. Third, cultivate social interactions. Fourth, provide formal opportunities to help employees learn virtual media and social skills. Finally, assist employees in using both personal and social learning strategies. Social self-regulated learning strategies contribute to learner satisfaction, but not skill development; and personal self-regulated learning strategies have the opposite effect. To keep employees happy while also ensuring learning outcomes, managers should note that online learning needs to provide both social and personal modes of activities.

According to the authors’ experience as consultants with Kearney’s Proposition and Customer Experience Labs, companies frequently fall prey to a costly fallacy—the notion of an “average” customer. But the reality is that some 20 per cent of an institution’s customers typically contribute around 80 per cent of total value. To get the most out of existing customer pools, companies should consider adopting a value-based customer segmentation approach, which provides a quick yet robust method to identify future customer value while enabling companies to develop better growth, retention, and customer maintenance initiatives. The authors identify the following three dimensions that create customer value characteristics: a) client demographics and financial status; b) product usage, measured in both diversity and depth; and c) future potential, or expected changes in future net worth and/or usage. Value-based segmentation can help move customers who are part of the 80 per cent that bring in only 20 per cent of a company’s business into the smaller grouping that provides significant value. When the future value potential of an existing pool of customers is uncovered using value-based segmentation, businesses can make major strides toward providing truly differentiated offerings to this key asset. Properly leveraging the new insights obtained through such an effort can help to develop emotional connections via targeted marketing efforts that increase customer loyalty and boost their value to the business over time.

Innovations in digital technologies, lightweight materials, sustainable energy sources, and social trends like carsharing and ridesharing are converging to create an unprecedented level of connected and, eventually, autonomous mobility solutions that will revolutionize personal transportation. This innovation is ushering in a new ecosystem of mobility experiences, which will potentially play a much bigger role than brands when it comes to determining who wins the race to dominate mobility markets. Digitalization offers a seamless platform of services to provide mobility on demand, such as Uber. Vehicle manufacturers like Ford, Tesla, and Mercedes-Benz are adding smart product functionality to their cars while seeking business models that turn their smart products into services. The future of mobility depends on a congruence of technology and digitalization on a platform, seamlessly integrating safety, energy, data processing, decision making, and real-time cloud connectivity with infrastructure and on-demand services. Success in launching digital mobility experiences requires integrating digital mobility products and services; capturing and analyzing personal data using digital replicas (twins); getting data privacy and data governance right; and the balancing of personalization and the centralization of the value proposition to create economies of scale. Challenges include policy and technology uncertainty, value chain complexity, infrastructure needs, and regulatory standards and acceptance.

In December 2019, Jon Hu (Harvard Business School MBA, 2019) and Dr. Samantha Dale Strasser, co-founders of Celata Bioinnovations, were raising $1 million to launch their company. They had founded Celata less than six months earlier with the aim of redefining the drug discovery process. Celata's platform used novel data types and a unique data integration process to generate hypotheses about proteins that were involved in the formation and progression of disease. They believed the platform was better and faster at identifying actionable biological targets, increasing the speed of discovery and reducing the chances of failure, promising to lower costs and bring drugs to market more quickly. Their platform had achieved proof of concept during Strasser's PhD research at Massachusetts Institute of Technology (MIT), when it helped identify and validate a target related to Inflammatory Bowel Disease (IBD) in mouse models. However, full validation wouldn't come until their platform was used to develop a drug that successfully treated a disease in humans, a process that could take several years. In the first instance, Celata's platform was best suited to identify targets for cancers, inflammatory diseases, and neurodegenerative diseases, which collectively presented a global market opportunity of over $200 billion. However, Hu and Strasser were debating which opportunities to pursue. Should they try to improve the efficacy of current drugs, or go for brand new opportunities, indications for which there were no solutions on the market? And if they focused on the latter, should they just look for large market opportunities, or include "orphan" diseases, for which there was a relatively small market? Should they look for small molecule drug candidates, or include large molecule biologics in their search? And where should they operate in the drug development pipeline?