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The corporate venture capital (CVC) primer follows the journey of Claudia Fan Munce, the head of CVC for a major software and hardware conglomerate, as she and her team source and diligence partnership opportunities with startups in the healthcare industry. Along the way, students learn about the history of CVC, the relationship between CVCs and traditional venture capital, and underlying motivations behind many CVC deals.

The Birch Benders case follows the story of Matt LaCasse and Lizzie Ackerman as they embark on a journey to make the world's best pancake mix. Through their trials and tribulations, the readers learn of the nuances involved in crafting an immaculate pancake recipe and then developing a business around it through effective branding, packaging, and distribution strategies. They realize that to scale the company successfully, they must retool their sales strategy. The case details LaCasse and Ackerman's search for a new VP of Sales, as well as a discussion on what the ideal candidate might look like.

In the venture capital (VC) industry, firms often co-invest with other peers in syndicated deals. This process is a form of investment alliance that generates networks of VC firms and start-up companies. Despite the prominent role played by syndicates, our understanding of the circumstances under which syndicates can improve a venture's performance remains limited. This book intends to fill this gap and explore the performance dynamics surrounding networks in the venture­capital industry. It also introduces interested readers to network studies and methods. Chapter 1 investigates the effect of the portfolio companies' network on the performance of the start-up. It distinguishes between connections in the same or different industries, it examines how different ties lead the focal investee company to better performance, namely, the achievement of an IPO or an M&A event. This chapter contributes to the VC literature by showing that other network attributes beyond network centrality should be considered for explaining the performance benefits of certain networks.

In the venture capital (VC) industry, firms often co-invest with other peers in syndicated deals. This process is a form of investment alliance that generates networks of VC firms and start-up companies. Despite the prominent role played by syndicates, our understanding of the circumstances under which syndicates can improve a venture's performance remains limited. This book intends to fill this gap and explore the performance dynamics surrounding networks in the venture­capital industry. It also introduces interested readers to network studies and methods. Chapter 2 studies the impact of the focal VC firms' network structure on the performance of the VC investor. Different syndicates lead to different network structures that, in turn, offer different performance benefits to the focal investor.

In the venture capital (VC) industry, firms often co-invest with other peers in syndicated deals. This process is a form of investment alliance that generates networks of VC firms and start-up companies. Despite the prominent role played by syndicates, our understanding of the circumstances under which syndicates can improve a venture's performance remains limited. This book intends to fill this gap and explore the performance dynamics surrounding networks in the venture­capital industry. It also introduces interested readers to network studies and methods. Chapter 3 examines the impact of investment syndicates' composition on the performance of the syndicates. It provides a holistic picture of conditions under which syndicates are advantageous to the focal actor.

In the venture capital (VC) industry, firms often co-invest with other peers in syndicated deals. This process is a form of investment alliance that generates networks of VC firms and start-up companies. Despite the prominent role played by syndicates, our understanding of the circumstances under which syndicates can improve a venture's performance remains limited. This book intends to fill this gap and explore the performance dynamics surrounding networks in the venture­capital industry. It also introduces interested readers to network studies and methods. The Conclusion summarizes the remainder of the book. It highlights contributions to the alliance, entrepreneurship, and network literatures, and it offers guidance to practitioners. In particular, it suggests that firms should choose partners carefully because these partners influence network structures and the investment alliances established. From the start-up's perspective, although VC is an important source of financing, VC-backed start-ups often fail or lack the traction necessary to achieve an exit. Start-ups should thus approach prospective investors considering not only their capital, status, and potential to add value but also considering the network that these investors can offer.

This note serves as an overview of the Entrepreneurial Management Unit's required curriculum course, "The Entrepreneurial Manager (TEM)." General management has been a core educational organizing framework at the Harvard Business School since its inception. Today TEM provides a powerful context in which to learn about general management. TEM seeks to build the knowledge, skills, tools, frameworks, and attitudes required to succeed as a manager. These tools and frameworks are built upon the foundation of other RC courses at HBS, including TOM, LEAD, LCA, FRC, MKTG, STRAT, and FIN. With an aim to "educate leaders who make a difference in the world," TEM integrates the lessons of your RC year into an overall framework to help general managers at all types of organizations (e.g., small companies, large companies, non-profits, and public servants) become more effective at enhancing the value of those organizations.

Dr. K. Anji Reddy founded Dr. Reddy's Laboratories Ltd (DRL) in 1984. Since then, the company had grown to become one of the largest pharmaceutical companies in India. The company professionalized early on, and over the years, the family members defined and refined their roles for the efficient running of the company. Dr. Reddy passed away on March 15, 2013. His son-in-law, G. V. Prasad, had been with DRL for more than 25 years by then. Prasad acknowledged that a lot needed to be done to fulfill Dr. Reddy's dreams. He had been contemplating his own future role in the company and the need for a smooth succession. But who would succeed him? What would be the qualities of the person who would succeed Prasad, a passionate member of the founding family of DRL? Would a non-family CEO be a suitable replacement?

Describes TelePizza, is Spain's leading chain of pizza restaurants and delivery services. TelePizza has experienced rapid growth to 500 stores since its creation in 1987. The company went public on the Spanish stock market in late 1996. Franchising has played an important role in the firm's expansion to date. For further growth, the founder and CEO is contemplating three strategies: further expansion in Spain, international expansion, or the creation of new restaurant concepts. Abridged version of case 899080.

In 2017, management at Poppy, which matched families that required occasional childcare with thoroughly vetted caregivers, was formulating plans for the Seattle-based seed-stage startup's next phase of expansion. One option was to grow using the same business model through geographic expansion to cities beyond Seattle. Another option was to deepen penetration within Seattle by recruiting caregivers with less experience and by broadening the range of services caregivers could provide, e.g., driving children to appointments.

In July 2017, Jorge Salcedo-Benitez was reflecting on his first decade as president of Solubles Instantaneos C.A. (SICA). Under his leadership, SICA had retained ownership of two leading brands of instant coffee in Ecuador: Don Café and Café Oro. As his descendants prepared to take the helm, Salcedo-Benitez wondered whether the company was still headed in the right direction. Giants like Nestlé S.A. dominated the markets elsewhere, in part by consolidating small, family-owned operations such as his own. Salcedo-Benitez wondered whether it was time to seek new markets, develop new products, or update the brand image; yet he was hesitant to make large strategic moves while his sons were still preparing to take the helm.

NourishCo Beverages Ltd.’s newest drink, Tata Gluco Plus, was an innovative ready-to-drink product that offered instant energy and wellness with a blend of dextrose, electrolytes, and iron. It was available in six different flavours and packaged in a 200-millilitre cup. The economical cup was targeted to consumers at the bottom of the economic pyramid. Despite strong initial sales and customer recognition, the brand was unable to build a distinct identity or a clear connection with consumers, and sales dropped by 11 per cent in 2014. In 2016, the vice-president of marketing and innovations, who was given the task of reviving the brand, was left with several questions to resolve. How would he create an image for the brand that could be adapted to local energy needs? Would the brand be able to relate locally while resonating nationally? Could the brand compete in territories where both regional and international cola brands dominated the market? NourishCo Beverages Ltd.’s business model emphasized operational efficiency and cost efficiency, but would the challenge of achieving a national presence be possible with a conservative promotional budget?

NourishCo Beverages Ltd. (NourishCo) was founded as a fifty–fifty joint venture between one of the world’s best-known companies, PepsiCo India Holdings, and one of India’s most respected and trusted brands, Tata Global Beverages. The long-term corporate vision of NourishCo was to focus on the health and wellness needs of India. In May 2016, after a considerable amount of investment in product, packaging, manufacturing, and innovation, NourishCo had successfully met the objectives of its business model. The company wanted to continue its expansion nationwide. NourishCo had a distinct, low-cost, and effective business model. However, the low barriers to entry in this segment could lead to fierce competition. To retain its first mover advantage and achieve financial viability, it needed to move quickly to become a national company. How could NourishCo strike a balance between managing cash flows and expansion?

QualityKiosk Technologies Private Limited (QualityKiosk) was an information technology company providing software application testing and quality assurance services to banks and insurance companies in India. In 2015, QualityKiosk had over 70 per cent penetration in the insurance sector in terms of numbers of customers, and only 30 per cent penetration in the banking sector. Anuroop Krishna, head of QualityKiosk’s banking vertical, must put together a coherent sales strategy for 2016–17, and present his recommendations to QualityKiosk's chief executive officer.

In 2017, a successful online dating company, Mate1.com, based in Montreal, was pursuing a two-year goal of increasing revenue by 50 per cent and net operating margin by 15 per cent. However, its ambitions were being hampered by unavoidably high advertising costs, an inadequate reporting system, and a maturing industry life cycle. Should the firm explore new business models and consider acquiring a competitor—or was it time to divest and sell the firm?

This technical note provides descriptions of the basic forms of organizational structure and the conditions under which each organizational design choice might be made.

Software development company iQmetrix Software Development Corporation (iQmetrix), headquartered in Vancouver, Canada, had enjoyed success and growth for over two decades. In July 2017, iQmetrix was confronted with the challenge of managing this growth while maintaining its organizational culture as a non-hierarchical, innovative, and open place to work—a place where the best ideas could come from anywhere and where people shared ideas openly and transparently with all. iQmetrix was considering the implementation of holacracy, an organizational design based on the fluid structuring of roles and teams and broadly shared leadership. As the company’s five executives prepared to meet, they needed to consider whether the organization could adopt such a radical organizational form and whether this would foster the continued success of the firm.

Manpreet Singh, chief executive officer of the Bosch multi-brand car service provider Motorcafe, wanted to scale up his business, which he established in 2010 in Mohali, India. The multi-brand car service sector promised huge market potential for Singh, but he faced some challenges: Bosch had failed to provide the expected support; the brand was being diluted by poor services offered by other service providers in neighbouring areas; competition from other multi-brand players in the Indian market was ever-growing; original equipment manufacturer workshops were renewing their competitive efforts; and customer needs were rapidly changing. How should Singh scale up his venture in the face of changing market dynamics and implement Motorcafe’s innovative value proposition for Indian car owners?

Financial holding company Gentera S.A.B. de C.V., located in Mexico City and operating in Mexico, Guatemala, and Peru, offered microlending, financial payment, insurance, and money transfer services to individuals at the bottom of the financial pyramid. The company was founded and operated on strong social values—reduce financial exclusion, focus on human and social values (including self-actualization), and enhance economic value—which pervaded the decisions made by the board and senior management. By 2016, the company had evolved from its origins as a non-governmental organization to become a private bank and, more recently, a public company listed on the Mexican Stock Exchange. The company faced questions about its governance structure and processes: should it reduce the number of board committees and alter their function in order to accomplish a stronger strategic focus? It also faced organizational challenges related to growth and the need to both adapt its current business model to encompass financial technology and invest in information technology. How should it allow extensive developments while simultaneously updating systems required to meet current needs?

In early 2013, the founder of Shandong Aspop Clothing Apparel Group Co. Ltd. faced the annual “post-holiday recruitment dilemma.” His challenge was typical of the growth challenges that many labour-intensive original equipment manufacturer clothing enterprises in China encountered. Facing rising domestic labour costs, a change in attitudes among workers, the gradual shift of labour preferences from manufacturing industries to service industries, and a market environment in which international orders had shifted to Southeast Asian countries, the founder needed to make a decision. Should he strive to attract and retain more skilled front-line workers, replace personnel via automation, or set up a factory in a neighbouring country to transfer part of the enterprise’s production capacity?