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Student spreadsheet for Ivey product 9B21M034.

In May 2021, the majority shareholder and chief executive officer of Ontrak Inc., a US health care services company, established two 10b5-1 trading plans to sell approximately one million shares of stock he acquired by exercising expiring warrants. Before he began the process to execute the first 10b5-1 plan, Ontrak Inc. had just lost its largest client. Three days into the process for the second 10b5-1 trading plan, the company announced that it was losing another major client. On March 1, 2023, two concurrent insider trading lawsuits were filed against the chief executive officer by the United States Securities and Exchange Commission and by the United States Department of Justice. The lawsuits contended that he sold his stock the day after filing the plans instead of waiting a set number of days, commonly known as a “cooling-off” period. However, the chief executive officer was arguing that a cooling-off period was not mandatory when he sold his stock, insisting that the “government [had] clearly overreached in this case.” He was forced to prepare a defence against two separate lawsuits filed against him.

Child Rights and You (CRY) was a non-governmental organization (NGO) started in 1979 in India. The organization experienced pan-Indian growth and later expanded to international locations. While CRY was partnering with state governments to increase its impact and reach, the global environment was shifting toward sustainable development. At the same time, the Indian government statutorily mandated companies with a specific turnover or net worth to spend 2 per cent of their profits on corporate social responsibility activities. In 2022, CRY’s chief executive officer, Puja Marwaha, had four focus areas: education, health and nutrition, child safety and protection, and children’s participation in improving their lives. She was looking at scaling up the organization and faced four major challenges: funding, regulatory compliance, employee retention, and technology infrastructure. Marwaha was in a dilemma about how to obtain more support from corporates as well as increase the impact of funding.

Child Rights and You (CRY) was a non-governmental organization (NGO) started in 1979 in India. The organization experienced pan-Indian growth and later expanded to international locations. While CRY was partnering with state governments to increase its impact and reach, the global environment was shifting toward sustainable development. At the same time, the Indian government statutorily mandated companies with a specific turnover or net worth to spend 2 per cent of their profits on corporate social responsibility activities. In 2022, CRY's chief executive officer, Puja Marwaha, had four focus areas: education, health and nutrition, child safety and protection, and children's participation in improving their lives. She was looking at scaling up the organization and faced four major challenges: funding, regulatory compliance, employee retention, and technology infrastructure. Marwaha was in a dilemma about how to obtain more support from corporates as well as increase the impact of funding.

Executives and organizations seeking to portray an image of competence and integrity should be careful what they wish for, given the state of modern media. Rather than being a passive conduit for one's image, today's media is much more activist and exerts substantial influence over the construction, reconstruction, and destruction of image. In studying the media's rapid transformation of one such glowing image in the wake of a scandal, we identified three key processes by which the media transforms image. These processes are relevant to a wide range of contexts. Perhaps most intriguing is the discovery that the media can leverage an existing, recessive narrative and convert it into a dominant one. This intriguing finding suggests that the pursuit of a glowing image might inadvertently sow the seeds of future destruction. In the heat of a scandal, executives and organizations are likely to struggle with countering the media's image-altering processes. Our findings imply a need for more careful, nuanced, and engaged image management both during a scandal and before scandal hits.

White-collar crime continues to be a central challenge for individuals, organizations, and consumers. Due to the substantial social harm caused by white-collar crime, there has been a focus on prevention and detection strategies, including profiling offenders in an effort to understand their motives, targets, and modus operandi. Despite advances in profiling white-collar offenders, these profiles have relied heavily on the same thirty-year-old, federal-level database limited to major urban areas, which may obscure changes in the sociodemographics of white-collar offenders. Based on Utah's more recent White-Collar Crime Registry, this article seeks to better identify the profiles of modern white-collar offenders. Our findings uncovered three distinct types of white-collar criminals: The Tech Scammer, the Ponzi Schemer, and the Insurance Fraudster. Despite the registry's limitations as a database, we offer recommendations regarding the prevention and detection of such offenders. With a more in-depth understanding of the modern white-collar criminal, managers will be better positioned to manage white-collar crime in the workplace.

Kae Jonishi, the protagonist in the case, is a marketing analyst at Force Energy (Force). Her company has advertised with Major League Baseball (MLB) teams in the past and has gained moderate amounts of exposure from these marketing campaigns. However, Jonishi's manager wants to increase the company's exposure to MLB fans. One way to do so is to sponsor teams that are likely to advance into the MLB post-season, or playoffs. The top performing teams during the MLB regular season advance into the playoffs and increase their fan base, which results in greater marketing exposure for advertisers. Jonishi has access to a data set that contains aggregate team statistics for offence and pitching performance during all MLB seasons from 1995 to 2019. With adequate knowledge of both baseball and data science, Jonishi begins by analyzing and visualizing the data. She then builds a machine learning model that can predict whether a team will make the playoffs. Using this model, Jonishi can input future offence and defence performance predictions to determine if the team would have advanced to the playoffs in previous years.

Spreadsheet to accompany product no. W33840.

Ola Electric Mobility Pvt. Ltd. (Ola Electric) was launched in 2017 by ANI Technologies Pvt. Ltd., better known as Ola Cabs, as a venture for making electric scooters. Bhavish Aggarwal, one of Ola Cabs’ founders, acquired a 92.5 per cent stake in Ola Electric and pursued a path of rapid expansion. By 2022, Ola Electric had successfully raised a large amount of capital from investors, developed several subsystems (especially software) of its products in-house, carried out two product launches and generated tens of thousands of bookings from customers, and was building a state-of-the-art plant for making electric scooters. While Ola Electric’s scooters had received positive reviews from a few expert reviewers and generated customer bookings, the company found it difficult to deliver defect-free scooters in sufficient numbers. The company was also mired in a number of controversies, such as some of its scooters catching fire, alleged safety issues with its products, publicly sharing a customer’s private data, and the departure of several executive from the company. Blunt communication by the founder and majority owner Aggarwal made some of the controversies worse. Aggarwal and his team now had to determine how to address the challenges and decide whether to focus on tackling these or on aggressively pursuing greater volumes. In which direction should they steer the company’s strategy?

In June 2022, Mohamed Salah, one of the world's best soccer players, and his lawyer and advisor Ramy Abbas Issa were in ongoing discussions with top English Premier League club Liverpool FC about a new playing contract for Salah. Arguably the Arab world's biggest sports superstar, Salah's contract was due to expire next summer and so this was the time to try to secure a big contract from his current club. But renegotiating with Liverpool had been a lengthy and increasingly tense process, and the two parties were still far apart. Salah for the first time had to face the possibility that his long-term future might be with another club. Were Abbas and Salah right to continue to push Liverpool for a better deal-even if Salah, who would turn 30 in a few days, already was one of the highest-paid players in the world? What was the right mix between fixed and variable compensation-specifically, was it wise for Abbas and Salah to entertain Liverpool's push for a higher share of performance-related compensation? And could and should Abbas and Salah bring his image rights to the table to try to break the deadlock?

This case examines the history of prominent Egyptian-based social enterprise SEKEM from its foundation in 1977 until the COP27 conference held in Sharm El-Sheikh in 2022. Led by father and son team Ibrahim and Helmy Abouleish, SEKEM turned desert into farmland using biodynamic methods under the influence of Anthroposophy, which originated with Rudolf Steiner in the early twentieth century. As the firm made profits, the case explores how it invested in schools and other cultural institutions, and in 2012 opened the Heliopolis University for Sustainable Development. The final section discusses the role of agriculture in causing climate change and Helmy Abouleish's belief that biodynamic agriculture can offer a real solution to combating the climate crisis. The case enables a debate about how values-driven firms can add societal and ecological value, and about the appropriate boundaries between such firms and public policy.

Xiaomi was a famous Chinese consumer electronics and intelligent manufacturing business group. Since Xiaomi announced its entry into the intelligent electric vehicle industry on March 30, 2021, the topic of its boundary-spanning car manufacturing had attracted wide attention. Could Xiaomi seize the cusp of new energy vehicle development and grab a piece of the pie in this fiercely competitive market? Compared with other players with different backgrounds and strengths in this industry, had Xiaomi missed the best time window to enter? In order to become a top seller, how should Xiaomi position its new energy vehicles and design its competitive strategy? Could Xiaomi easily transfer its existing advantages and resources to its new business?

Formed in 2018, EyRIS was the brainchild of a long-term collaboration across healthcare researchers and practitioners, and computer scientists. EyRIS was launched to commercialise and sell an AI-driven algorithm called SELENA+ that analysed retinal images to screen for diabetes-related eye diseases. Over time, many moving parts came together to facilitate full-scale production usage of SELENA+ within the national-level Singapore Integrated Diabetic Retinopathy Programme (SiDRP). The facilitators included multiple individuals in the public healthcare sector medical field, and several government institutions such as Singapore's Ministry of Health (MOH), the Singapore National Eye Centre (SNEC), and Singapore's national healthtech agency, amongst others. Over the years, the algorithm was further fine-tuned and trained on as wide a data set as possible in studies that spanned ethnicities and age groups, eventually yielding highly accurate results. SELENA+'s results bridged the gap between research discovery and real-world use. Now, the team at EyRis had to commercialise SELENA+ and bring it to a wider range of markets and geographies. They faced numerous challenges in the process, within Singapore and in other countries. Nevertheless, by 2023, EyRIS' efforts paid off and the SELENA+ algorithm received regulatory approvals for use in a growing number of countries. Now, EyRIS' commercial heads, along with Dr Wong and the other co-founders, wondered how best they could continue to scale EyRIS' market reach and offerings.

The concept of courage has been associated with leaders and leadership for centuries. The purpose of this article is to explain the concept of courage and how to approach it in leadership practice by drawing on recent behavioural science and practice-based evidence. Specifically, it addresses four questions: What is courage? What does leadership courage look like in practice? Where does courage come from? And finally, how can we grow and sustain leadership courage? It is important both from an individual and an institutional perspective to identify and establish systems that support courageous leadership. Some specific systems include access to peer advisors, coaching, short sabbaticals, and support networks. The Center for Creative Leadership offers three insights about the nature and effectiveness of leadership, which are relevant to cultivating, growing, and sustaining courageous leadership. Firstly, leadership is cultivated and not inherited. Secondly, collaborations build strong leadership. Finally, good leadership never stops—meaning leadership learning and skill development must continue throughout one’s career. Ultimately, showing courage is also about finding meaning, and learning to embrace courage brings purposefulness, which in turn becomes an important ingredient in its sustenance.

VDart Inc (VDart) was founded by Sidd Ahmed in December 2007 in Atlanta, Georgia, United States, as a digital talent management and services firm, which grew at a steady rate to reach US$160 million in annual revenue and more than 2,550 employees in 2019. The same year, the company was classified as the 138th largest and fifty-sixth fastest-growing staffing firm in the United States. VDart’s global servicing hub was based in Tiruchirappalli, India, with about 380 employees who served clients from seven geographic locations. VDart differentiated itself from its competitors through its core values of appreciation, recognition, and encouragement (ARE) and through unique cultural practices including shout-outs during Monday conference calls, Friday Lunch & Learn sessions, and annual reward and recognition (R&R) events. Growing rapidly, VDart had set itself an ambitious goal of becoming a $500 million revenue firm by December 2022. However, the rapid growth was putting a strain on the existing culture, making it challenging to sustain and nurture it. Ahmed and the top management were finding it increasingly difficult to instill the VDart culture in new employees, realizing that the values which had propelled VDart’s success thus far would not take it to the next level. The case describes the company’s twelve-year growth journey, its unique cultural practices, and the growing pains, inviting students to think about options to manage culture during rapid growth.

In December 2019, Pembina Pipeline Corporation (Pembina) must evaluate an opportunity to partner with the Western Indigenous Pipeline Group (WIPG) to bid for the Trans Mountain Expansion (TMX) project owned by the Canadian government. Pembina’s chief executive officer had previously stated that the company was unlikely to bid on the pipeline due to the challenging legal landscape, especially regarding Indigenous land rights. However, since WIPG consists of Indigenous communities along the pipeline’s route, partnering could mitigate these concerns. If the project succeeds, the payback could solidify Pembina’s position as a market leader in oil and gas. Should Pembina proceed with the WIPG partnership? And if they do, how should they manage relations with governments and other stakeholders?

In the early 2010s ADM, a century-old agricultural products and services company, embarked on a big transformation. It streamlined and reorganized its divisions, refocused its teams on smart investments and innovation, and became more strategic and disciplined about capital, costs, and cash. But then the leadership team turned its attention to another important C: customers. The goal was to reorient the business toward value-added nutrition products and services, a more stable sector in which it could build a broader base for growth and impact. Now the company is split into three segments: agricultural services and oilseeds; carbohydrate solutions; and nutrition. All three units sell not just raw or processed commodities but differentiated products. And ADM's leaders have identified three long-term global macro trends-food security, sustainability, and health and well-being-around which the company is making capital-allocation, strategic, and operational decisions. This transformation has been methodical and mission-driven. In 2019 ADM unveiled a new corporate purpose-"to unlock the power of nature to enrich the quality of life"-and over the past decade its heightened focus on innovating for the customer has brought it even closer to fulfilling that purpose. This story offers lessons for other companies that are trying to envision and execute similar change efforts.

Mastering the art of spontaneous speaking is important for leaders. They must do more than just deliver a good prepared keynote-they need to nail the Q&A and small talk afterward, or crush off-the-cuff toasts and speeches. The author suggests that anyone can become proficient at this art using the right tactics and behaviors: Toasts, Q&As, and small talk don't require any specific personality traits. He offers key strategies that include avoiding conventional responses in favor of establishing genuine connections, and prioritizing brevity while delivering messages. He also highlights the need to speak authentically without the pressure to be perfect-which means daring to be dull. An equally important aspect is active listening to understand and respond effectively to others' needs. And structuring thoughts logically during impromptu conversations is a useful tactic. Fear or nervousness need not deter anyone from communicating effectively on the spot.

Three years after the coronavirus pandemic began, what lessons have we learned? Four new books-The Big Fail, Lessons from the Covid War, The Phoenix Economy, and Chaos Kings-and a blog series on Crooked Timber search for answers. They examine the response to the crisis, the systemic and societal weaknesses it revealed, and the ways it has fundamentally changed the world.

The 12-time NBA All-Star shares the insights he gained from his mentors and reflects on what it takes to lead both a team and the players' union.