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Project Communication from Start to Finish is a five-chapter book by Geraldine Hynes, Ph.D., a communications expert, university lecturer, and author. Its key premise is that skills in project management are critical in a broad range of businesses and industries. A key knowledge area for project managers is communication. This book offers techniques and strategies that enhance communication in diverse environments. It offers innovative ways to bridge cultural gaps, increase understanding, and ensure project success. Project managers will learn how to build trust and rapport, manage conflict, listen, communicate expectations, give performance feedback, and overcome communication barriers. A look to the future includes best practices for using emerging technology when communicating with distributed teams. This book's concise format makes it a readable, practical guide, and it can also be used as a reference for fixing the most frequent communication breakdowns. Cases and examples are presented to illustrate applications of the communication principles from a project's start to finish. Chapter 3 focuses on helping project managers learn strategies and techniques for various situations that entail formal interpersonal communication, including: receiving formal communications-listening, responding, and asking questions; communicating performance expectations; delivering negative information and corrective feedback; giving positive performance feedback; conducting formal performance reviews; and managing conflict.

Project Communication from Start to Finish is a five-chapter book by Geraldine Hynes, Ph.D., a communications expert, university lecturer, and author. Its key premise is that skills in project management are critical in a broad range of businesses and industries. A key knowledge area for project managers is communication. This book offers techniques and strategies that enhance communication in diverse environments. It offers innovative ways to bridge cultural gaps, increase understanding, and ensure project success. Project managers will learn how to build trust and rapport, manage conflict, listen, communicate expectations, give performance feedback, and overcome communication barriers. A look to the future includes best practices for using emerging technology when communicating with distributed teams. This book's concise format makes it a readable, practical guide, and it can also be used as a reference for fixing the most frequent communication breakdowns. Cases and examples are presented to illustrate applications of the communication principles from a project's start to finish. Chapter 4 focuses on helping project managers learn strategies and techniques for interpersonal communication competencies that can be applied in informal settings, such as: developing trust; developing emotional intelligence; increasing employee engagement; and building rapport. These conversations will help you get along with your project team, sponsors, and stakeholders and increase the likelihood of a project's success.

Project Communication from Start to Finish is a five-chapter book by Geraldine Hynes, Ph.D., a communications expert, university lecturer, and author. Its key premise is that skills in project management are critical in a broad range of businesses and industries. A key knowledge area for project managers is communication. This book offers techniques and strategies that enhance communication in diverse environments. It offers innovative ways to bridge cultural gaps, increase understanding, and ensure project success. Project managers will learn how to build trust and rapport, manage conflict, listen, communicate expectations, give performance feedback, and overcome communication barriers. A look to the future includes best practices for using emerging technology when communicating with distributed teams. This book's concise format makes it a readable, practical guide, and it can also be used as a reference for fixing the most frequent communication breakdowns. Cases and examples are presented to illustrate applications of the communication principles from a project's start to finish. Chapter 5 focuses on helping project managers learn strategies and techniques for communicating with stakeholders in a global context. Specifically, project managers will learn how to: communicate with distributed teams; use traditional and emerging communication technology; develop culturally sensitive project teams; and apply PMI standards for ethical and professional conduct when communicating. It also considers four major trends in the global work environment: growing reliance on teams and cross-boundary collaboration, increasing reliance on technology, expanding project teams' cultural sensitivity, and heightened emphasis on ethics.

In 2019, 15 years after entering the Canadian wine industry, Diamond Estate Wines & Spirits Inc. (Diamond), located in the Niagara Peninsula of Ontario, was poised for growth. In a fragmented industry with local, national, and international competition from well-established and new players, Diamond had decent positions in many industry subsegments. One aspect of Diamond that set it apart from other small wineries was its distribution business, allowing access to valuable channels in the Canadian market. The company had proven itself capable of most aspects of the value chain in the wine industry and was poised for growth. The question was, which of the many attractive options should Diamond pursue?

Roger Federer, widely regarded as the best tennis player in the history of the sport, walked onto the court to thunderous applause during in the second edition of the Laver Cup in September 2018. Named after tennis legend Rod Laver, the Cup pitted many of the greatest players from Europe against those from the rest of the world. Federer was more than one of the Laver Cup's main stars-he was an owner and co-creator. In fact, the idea for the event had originated in his boutique company TEAM8, which he co-founded in 2013 with his agent and business partner Tony Godsick. The Laver Cup's success had not gone unnoticed in the world of tennis. With traditional tennis tournaments such as the Davis Cup attracting new investors and with governing bodies such as the Association of Tennis Professionals planning to relaunch their team event, the competition for top players and for desirable slots on an already very full tennis calendar was stronger than ever before. Was TEAM8's Laver Cup well-positioned for long-term success?

Democratic institutions and other important decision-making processes in society have long been designed around the assumption that groups are better at making important decisions than are individuals. But, there is extensive research indicating that group decision making often falls short of its ideal-even when the stakes are high and consequences of the group's actions are substantial. This briefing note introduces three key biases that impede effective decision making in groups, and seven research-based strategies for mitigating biases in group decision making. Strategies discussed have been demonstrated to enhance the quality of decision making and avoid common pitfalls when making decisions in groups.

In 2016, the founder and managing director of Smaart Home Furniture, a furniture manufacturer in southern India, faced a dilemma. Although the business remained profitable, it was facing stiff competition from local players, branded and non-branded players, and online retail stores. The founder and managing director was considering extending his manufacturing business by also offering sofa servicing, which would require changes in the company’s production, organization, and management. It would also require a rethinking of the firm’s approach and interaction with its consumers. Should he start offering services? If so, should sofa servicing be launched as a separate entity or as part of the offerings of the existing manufacturing unit?

PowerChina was an integrated construction group that provided investment and financing, planning design, engineering construction, equipment manufacturing and operations management for hydraulic and hydropower projects and infrastructure. According to the company’s data, PowerChina had over 50 per cent of the medium- and large-sized flood mitigation and water supply reservoir construction market worldwide. The aim of the company was to build a world-class comprehensive construction investment group that was globally competitive and of high quality and efficiency. However, the integration of international business and localization in certain markets combined with international and domestic development meant that PowerChina needed to remain cautious and vigilant. PowerChina’s managers were confident with the prospect of its international expansion to accelerate the company’s growth rate, but it was still necessary for them to seriously consider the strategy they should choose in the next phase of their internationalization, and how to upgrade their risk management system in these changing times.

In March 2018, Ontario Education Collaborative Marketplace (OECM) was an unlikely high-growth company. From its humble origins as a collaborative experiment to create efficiencies for the education sector—an experiment that had lost money and had to be financially supported by the government—the organization had adopted the culture of a high-growth start-up. OECM facilitated the procurement by universities, colleges, and school boards of everything from pencils to computers. By pooling orders, OECM was able to provide better prices from suppliers, thereby saving taxpayer dollars. OECM aimed to become “the Amazon of education sector” procurement. The total education sector procurement market in Ontario was CA$4 billion. OECM currently facilitated CA$255 million in transactions, but it was looking to control CA$2 billion of the market. Having become profitable under the leadership of a new chief executive officer, and newly independent of government support, OECM’s management was now challenged to continue to transform the organization’s public-sector culture in order to achieve high growth. What strategy should OECM use to achieve its aggressive growth targets? How should OECM scale up?

The chairman of Fuyao Glass Industry Group Co. Ltd. was pleased with his company’s financial results for the first half of 2018. Two years earlier, the organization’s subsidiary, Fuyao Glass America Inc., had completed the construction of the largest auto glass manufacturing facility in the world, which was located in Moraine, Ohio. Its revenues in the first half of 2018 had surged 27 per cent compared with the previous year, while groupwide revenues of the organization had grown 16 per cent. Fuyao Glass America Inc. had converted its loss of ¥65 million into a profit of ¥48 million. With deteriorating relations between the governments of China and the United States (U.S.) indicating an uncertain future, some social pundits were criticizing the organization for deserting China by investing overseas. The chairman remained defiant and confident in his strategy, but how would the company’s U.S. expansion and global strategy be affected by recent developments in the relationship between China and the United States?

By the end of 2018, a recent business program graduate had found that his first social enterprise had been a success, and he wanted to start his next venture in the Kenyan agricultural market. He identified three challenges in this area—climate change, lack of market access, and ineffective education systems—and he wanted to try to address one of these with a new business. Case A explores how he needed to perform a market assessment to understand the opportunities and constraints of the Kenyan market, identify the resources and processes that would be available to him when starting the business, and form strategies for performing customer research.

With his primary research on the Kenyan agricultural market completed, the entrepreneur needed to analyze the new data using design-thinking frameworks, and then formulate a value proposition that used his resources and processes to address the large-scale improvements identified in Case A.

In June 2018, the executive vice-president of Networks and Information Technology of KPN BV (KPN), Bouke Hoving, was evaluating the digital transformation of KPN, the leading telecommunications company in the Netherlands. Hoving had been an initiator of a turnaround that had started at KPN in 2014, after a financially and operationally hectic year. The entry into the market of over-the-top digital services, which used the Internet to bypass platforms the traditional telecommunications companies had once used to control access to customers, had forced KPN to act swiftly, fundamentally revisiting its strategy. By 2018, KPN was in much better shape. By working in agile ways, it had been able to respond more quickly to market and technological developments. Short-term survival seemed to have been secured. The question still to be addressed was how to accelerate KPN’s transformation with the aim of making KPN a winner in a world where digital dominated.

Even as a teenager, Nadine Vogel knew she wanted to be an executive with a FORTUNE 500 company. This case chronicles her journey and her life and career choices, from college through her midlife decision to leave the Metropolitan Life Insurance Company, where she had spearheaded the launch of a new division aimed at serving parents of children with disabilities. Vogel's leadership and career negotiating skills are exemplified, as she navigates through a myriad of personal and professional obstacles.

On a late evening in December 2014, three co-founders of Unicommerce eSolutions Pvt. Ltd. (Unicommerce) assembled for a meeting. A couple of months earlier, Unicommerce, an India-based software-as-a-service solution provider for order- and warehouse-management activities in the e-commerce industry, had received an offer of US$10 million in series-B funding from Tiger Global Management to fund their business growth. The offer seemed fair, and the three co-founders were inclined to pursue a deal with them. However, just a few days before, they had received an unexpected offer from Snapdeal, a leading e-commerce firm in India, to buy out Unicommerce. Over the past week, the co-founders had discussed and debated their options several times without converging. However, the time for deliberations was over. By 9:00 a.m. the next day, the Unicommerce team would have to call up Snapdeal to confirm their decision.

Chunyu Yisheng (Chunyu) was the largest mobile health (m-health) application in China. Since its creation in July 2011, the application had focused on providing online medical information and consultations with professional doctors. Chunyu's business model was based on free and premium online health care services. In the first three years, Chunyu gained more experience than profits. The primary concern for the founder and chief executive officer of Chunyu was to find a profitable and value-creating business model. Two potential solutions for Chunyu were to rebuild the current online consultancy-based model or move to an alternative profitable and long-term value-creation model. How should the founder and chief executive officer choose which option to pursue?

The founders of Strider Miles (Striders), a running club headquartered in Mumbai, India, faced a dilemma. Over 14 years, they had built a business based on their love for sport and their own entrepreneurial inclination. The growth of Striders was an outcome of both a growing interest in running for fitness as well as the promoters’ efforts. The founders had, thus far, made minimal investments in fixed assets and marketing and promotion. Going forward, however, they were not sure about how to grow the business nor the implications of their current business model.

The case, set in August 2017 in the state of Punjab, India, follows the transformational efforts of Manjit Singh Brar, the Managing Director of Punjab State Cooperative Milk Producers' Federation Limited (Milkfed), the apex body of Punjab's dairy farmers' union. He had taken the reins of the cooperative in March 2015 after holding several top-level administrative positions as a civil servant. At the time of his appointment as the MD, the cooperative was witnessing a decline in its revenue and profit growth. More importantly, Milkfed's brand, Verka, was under siege from Amul, a brand of Gujarat Cooperative Milk Marketing Federation (GCMMF), which had invaded the Punjab market. Brar was tasked to turn around the cooperative and also to tackle the threat posed by Amul, a pan-national brand that was not only financially resourceful but also managed by a team of dairy technocrats and commercial experts. After securing the government's mandate for his transformation roadmap, Brar rolled out measures to overhaul the organization and shake it out of its bureaucratic complacency. He instituted accountability and efficiency across the organization by implementing commercial management principles and practices. He also put the cooperative on the track to attaining sustained growth in revenue and profitability by revamping its brand positioning, distribution and advertising, and by tweaking the product mix. Brar reinforced Verka's competitive advantage by unleashing defensive strategies and established new means of growing its revenue and market share to fortify its leadership position in the market against Amul. As a financially resourceful brand with a robust procurement network across the nation, Amul was keen on starting a price war in Punjab and disrupting both ends of Verka's value chain. Brar had to find the means to grow Verka's revenue and profits amid tough competition from Amul.

An investor, Janice Zhuk, examines Tesla's quarterly safety data that includes the number of miles it took to register one accident among Tesla cars driving with autopilot versus those without autopilot. The data set is small, so the validity of any statistical analysis may be compromised. The data allow one to run a simple t-test comparison of means. Because of the small sample size, the case invites a discussion on the hypothesis of the regression model, in particular, the normality of the residuals.

Toyota Kirloskar Motor Company Private Limited (TKM) was a leading car manufacturer in India, one engaged in a significant level of corporate social responsibility activities. TKM focused on health and hygiene issues in rural and semi-urban districts in India, as sanitation was a significant concern there. TKM's efforts to facilitate the improvement of health and hygiene among its program beneficiaries had met with considerable success. The company was now looking to expand the project to increase its coverage. The ambitious multi-year program plan raised several questions: Could the number of targeted beneficiaries be achieved? What challenges were likely to arise? How should the company select an implementation partner?