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In January 2018, a family business advising team entered a seemingly straightforward contract with members of the Graham family, who were planning to transition their business to the next generation. The first and second generations, who founded and grew their business into a portfolio of 50 grocery store franchises across the eastern United States, were concerned about the capacity and interest of the next generation in continuing the success of the family business. None of the five cousins in this new generation had experience pertaining to the family business, and there was uncertainty about the structural changes inherent in the transition. At first glance, the problem appeared to be about transition planning, but the advising team soon learned that transition was only the surface issue. The advising process uncovered a very dysfunctional family with deeper concerns. Communication problems, borne from the culture of conflict avoidance that typified the second generation's upbringing, needed to be addressed before the family could face any transition planning with confidence. This case is intended to be used with "Advising the Family Firm: Opening Pandora's Box (B)," 9B18M048. "Advising the Family Firm: Opening Pandora's Box (A)" should be assigned prior to class. "Advising the Family Firm: Opening Pandora's Box (B)" should be distributed in class following discussion of the (A) case.

Supplement to case W18173. This supplementary case set follows a family business advisory team over the course of roughly three months, as they develop an action plan to guide the succession of the family business to the next generation. The cases elucidate the harm that an inexperienced advising team can unintentionally inflict and cover issues of family firm advising, transition planning, and family dynamics. This case is intended to be used with "Advising The Family Firm: Opening Pandora's Box (A)," 9B18M047. "Advising The Family Firm: Opening Pandora's Box (A)" should be assigned prior to class. "Advising The Family Firm: Opening Pandora's Box (B)" should be distributed in class following discussion of the (A) case.

In January 2018, a family business advising team entered a seemingly straightforward contract with members of the Graham family, who were planning to transition their business to the next generation. The first and second generations, who founded and grew their business into a portfolio of 50 grocery store franchises across the eastern United States, were concerned about the capacity and interest of the next generation in continuing the success of the family business. None of the five cousins in this new generation had experience pertaining to the family business, and there was uncertainty about the structural changes inherent in the transition.<br><br>At first glance, the problem appeared to be about transition planning, but the advising team soon learned that transition was only the surface issue. The advising process uncovered a very dysfunctional family with deeper concerns. Communication problems, borne from the culture of conflict avoidance that typified the second generation’s upbringing, needed to be addressed before the family could face any transition planning with confidence. <br><br> This case is intended to be used with Advising the Family Firm: Opening Pandora's Box (B), 9B18M048. Advising the Family Firm: Opening Pandora's Box (A) should be assigned prior to class. Advising the Family Firm: Opening Pandora's Box (B) should be distributed in class following discussion of the (A) case.

This supplementary case set follows a family business advisory team over the course of roughly three months, as they develop an action plan to guide the succession of the family business to the next generation. The cases elucidate the harm that an inexperienced advising team can unintentionally inflict and cover issues of family firm advising, transition planning, and family dynamics.<br><br>This case is intended to be used with Advising The Family Firm: Opening Pandora's Box (A), 9B18M047. Advising The Family Firm: Opening Pandora's Box (A) should be assigned prior to class. Advising The Family Firm: Opening Pandora's Box (B) should be distributed in class following discussion of the (A) case.

ING Groep NV, a successful Dutch-based bank with operations in over 40 countries, had a very successful year in 2016. The bank had achieved strong growth in customer numbers, savings, and lending. However, digitization was disrupting the banking industry. ING Groep NV had successfully taken multiple initiatives to tackle the fundamental changes driven by the digital disruption, but its future, like that of all the other major traditional banks, remained uncertain. In March 2017, the chief executive officer announced that the bank would invest €800 million in continued digital transformation to further improve the customer experience and accelerate growth. While there was no doubt that this investment was needed, he had to decide how ING should respond to and take advantage of the radical changes caused by digitization. Which specific initiatives should he prioritize for the €800 million investment?

Compliance programs help companies align the interests and behavior of employees with external expectations and regulation. The case discusses how ABInBev, a major brewer, developed its compliance program.

Challenges related to managing religion in the workplace are on the rise, as are religious discrimination claims and monetary settlements, in the United States and around the world. This case examines two incidents of alleged religious discrimination that made their way to the US Supreme Court, allowing students to explore the limits on the degree to which business owners and leaders can express their values through their companies' operations and the extent to which companies should provide reasonable accommodation for employee faith practices.

In 2015, MobilityWorks, the largest mobility dealership and reformer of wheelchair accessible vehicles (WAVs) in the United States, found itself unable to cater to a large enough fraction of the population with limited mobility. With the baby boomers starting to retire, the gap was widening at a pace much faster than the growth of the WAV industry. How could MobilityWorks re-work its business strategy in order to grow across different market segments?

In 2016, a young South African left her secure office job to pursue her passion for social entrepreneurship in the youth development field. She had been volunteering with street children, but she wanted to do more by drawing on her entrepreneurial experience from high school and university. She followed her passion, and experienced a number of challenges, but also early successes over her first four years of social entrepreneurship, including the formation of her social business, Beyond the Lemonade Stand. Business was steady but she struggled with getting the commitment needed in poor township schools to make the program a success. She began to question the core purpose of her organization and wondered if she would be better off pursuing opportunities offered by middle-class and private schools that wanted her services.

In December 2016, the president of the Lebanon Mountain Trail Association (LMTA) was getting ready for a board of directors meeting during which the members had to vote on whether to hire an executive director—a first for the association. If hired, the association would face a new financial hurdle that could threaten its sustainability. The LMTA was a non-profit mountain trail association that was implementing socially responsible tourism practices on and around a 470 kilometre trail. The association was struggling to sustain itself financially, to protect and maintain the trail, and to secure the succession of its board.

Instructor Spreadsheet for product 8B18M044.

Spreadsheet to accompany product 9B18M044.

This technical note is employed in MBA, executive education, and undergraduate courses that cover the art of persuasion. It is used in the core Management Communication course at Darden. Employing the canons of rhetoric devised by Aristotle and his classical contemporaries, the objective of the note is to provide students with a clear and usable map to guide them as they seek to understand the dynamics involved in persuading others. Persuasion is a critical management skill that must be mastered at all levels of the organization, but it is especially important for those at the leadership level. Most managerial communication goes beyond the sharing of information and involves elements of persuasion. Along with the five canons-invention, arrangement, memory, style, and delivery-this note also outlines the three primary modes of persuasion: ethos (an appeal to values), pathos (an emotional appeal), and logos (a logic-based appeal). This note often is used in conjunction with the technical note, Leadership Voice and Style.

This technical note is used in management communications or strategic communication courses in MBA or executive education programs where students are learning to develop their ability to persuade others through oral and written communication. It includes a framework for assessing the various skill sets that characterize accomplished communicators and guidance for both extroverts and introverts on refining their particular leadership voice and style. These are powerful tools for managers who wish to distinguish their organization from the competition in part by coaching team members to become exceptional communicators. This technical note is particularly impactful for courses where students have an individual speaking assignment or a group presentation. This note often is used in conjunction with the technical note, The Canons of Rhetoric.

In 2018, CEO Lowell McAdam led efforts to transform Verizon through digital innovation, media acquisitions and integration, and changes to the company culture. He sought to manage change at the company as growth in traditional areas slowed, and position it as a leader in a 5G world.

In 2007, the former Calgary mayor was preparing to make the case for a Community Revitalization Levy to secure financing to develop Calgary’s East Village, a downtown brownfield site. The East Village had a difficult history, and economic, social, and environmental issues abounded there. All previous attempts at redevelopment had failed. After doing meticulous research, the mayor presented to Calgary City Council his idea of the Community Revitalization Levy, the first of its kind in Canada, and it was approved. Next began the momentous task of carrying out the redevelopment, and the City of Calgary could not be directly involved. The mayor had to decide how the city could ensure the success of the redevelopment of the East Village.

When managers are confronted with a corporate crisis, they have to operate under conditions that differ fundamentally from those experienced during normal management processes. They may have to work with specialized teams and understand their priorities and decision making processes, without giving up their own responsibilities. The following case simulation confronts participants with an escalating crisis situation in an unfamiliar environment and requires a series of team decisions to be taken under time pressure. The case is based on real experiences of the German Air Force during its ISAF mission in Afghanistan. The participants are divided into groups of four, each group being responsible for a large military transport aircraft and its mission. Within the groups, each participant assumes the role of a specified flight crew member. Each participant receives individual instructions on their roles and duties as well as background information on the other crew members. Based on this information, the teams must prepare and execute their flight missions. The main objective of the simulation is to highlight the challenges of sharing information within a team and of decision making under time pressure in an unfamiliar environment.

In November 2017, the chief executive officer of Sony Corporation was preparing to announce the company's release of its rebooted robo-pup, the Aibo-a robot equipped with sensors and actuator technologies, and powered by artificial intelligence that allowed this virtual pet to behave like a real dog. Sony Corporation, the 70-year-old iconic Japanese manufacturing company, had diverse businesses. After significant restructuring since 1999 to address its financial troubles, the company was expected, in March 2018, to post a record operating profit for the first time in two decades. How did a virtual pet business, especially one that had already proved unviable in the past, fit into such a restructuring exercise? Was Sony Corporation's Aibo an intelligent decision?

In 2017, the contract between the Andretti family auto racing business, Andretti Autosport, and Honda Motor Company (Honda) would come to an end following the racing season. Generational family resources and dynamic social media capabilities had created a sustained competitive advantage (SCA) for Andretti Autosport. Also, key strategic decisions surrounding primary engine sponsorship and enterprise diversification afforded the chief executive officer the benefit of financial resources required to fund his Andretti Autosport racing operations across multiple racing platforms. More strategic decisions would have to be made as the contract between Andretti Autosport and Honda was coming to an end. Although the Honda collaboration had been successful, was it the best partnership to sustain the multi-generational organization into the future? What engine sponsor would be the best for Andretti Autosport to partner with for the next racing season?

Presentation for product 8B18M114.