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As it approaches its 20th anniversary, Major League Soccer (MLS), the top professional soccer league in the United States and Canada, has the wind in its sails. Whether it's new TV deals, the massive hiring of European and South American stars, or club and stadium expansions, the league is seeking to build momentum to compete with the major European and Mexican leagues as well as with rivals in the other professional sports leagues in North America, where the market is undergoing a radical demographic shift. However, MLS still has a long way to go to fulfill its ambitions: there is a high level of competition, the league's financial situation is shaky, its governance structure is complex, and the quality of play remains inferior to that of the major soccer leagues. This case traces the evolution of the league since its creation and draws a portrait of the business context within which MLS is seeking to make its mark.

The Prysmian Group is a leading global cable manufacturer based in Milan, Italy. Although dominant in Europe and other areas, it has been struggling to improve its market share in the Asia Pacific region. Its competitors are small family-owned businesses that operate within their individual countries in the region. Unable to execute its strategy practised in other regions-of acquiring companies and streamlining their operations-in Asia, Prysmian management decides on a business strategy of improving cooperation within business units and becoming more customer-centric. The three regional leaders in APAC, Luigi Migliorini, CEO of Prysmian China, Frederic Grosse, CEO of Prysmian ASEAN and Frederick Persson, CEO of Prysmian Australia & New Zealand had just completed a strategy meeting in the Singapore office and all understand that the key to implementing the business strategy is its human capital. This case is targeted for participants who are interested in understanding the human capital challenges associated with implementing a business strategy for a multinational corporation. After the session, the students will be able to describe the challenges associated with change in a multi-national corporation, and determine how human capital can impact the implementation of strategy.

Luigi Migliorini, CEO of Prysmian China, Frederic Grosse, CEO of Prysmian ASEAN and Frederick Persson, CEO of Prysmian Australia & New Zealand were discussing ways of increasing business in APAC. Prysmian is seeking to make the APAC region a second home market for the group. Previously, the APAC region had been neglected as Prysmian had concentrated on Europe. However, there are several challenges facing the management team. The tried and tested method of acquiring companies and streamlining their processes was difficult to replicate in APAC because competitors tended to be small and privately owned. Internally, the centralised decision-making structure made Prysmian slower than its competitors in providing quotes and rolling out products. Its scattered manufacturing plants worldwide also made intercompany transactions more important. Communications over product specifications and availability had to be made in a timely manner. Additionally, the diverse nature of individual countries and industries in APAC had resulted in niche product opportunities, but made operations more difficult. Still, APAC was a growth region and future infrastructure investments would require various types of cables. The three regional leaders had to devise a strategic approach for Prysmian to grow in APAC. Participants will learn that changing the culture of a multinational corporation is difficult but can be achieved by addressing the company's human capital in terms of talent, leadership, culture, and structure.

Russia has emerged as a dominant player especially in the natural gas segment of the global oil and gas industry. Its position of power has been cemented over the last decade on a variety of fronts ranging from the execution of the first offshore project, the first LNG project, the first Arctic exploration program, and the emergence of global giants, namely Gazprom and Rosneft, that have exerted considerable influence in attracting global super majors to Russia. The case study explores the execution of the two major Sakhalin projects that were instrumental in establishing Russia's position as a pre-eminent source of natural gas. These projects were among the earliest ones on a global scale that involved multiple global partners and were executed in a forbidding part of the country, offshore Russia in the Sea of Okhotsk. Both development deals were struck when Russia was in the midst of significant economic chaos following the breakup of the USSR into constituent republics. This period in Russian history was marked by significant opportunities as well as significant risks.

Back when the author was the CEO of Virgin Mobile, he accepted a challenge to live like a homeless person for 24 hours in New York City--with no money or credit card, no cell phone, just the clothes on his back. A few years later, when he was head of a division at American Express, he joined his leadership team in a variation on that experiment: They would spend an entire day trying to pay bills and transfer money the way people without bank accounts or credit cards have to. Those experiences increased his empathy for less-affluent people and his awareness of how difficult it is for them to manage and move money--and energized PayPal's new strategy after Schulman joined the company as CEO, in 2014. That strategy was to be a "customer champion" company and reorganize into just two groups: merchants and consumers. For merchants, PayPal would evolve its technology platform to enable more-intimate relationships with customers using mobile and software. For consumers, it would empower underserved citizens throughout the world to make more-secure, faster, easier, and less-expensive financial transactions. Within those two segments, the company has created or acquired a suite of products that target different markets, including Venmo for Millennials, Xoom for international digital payments, and PayPal Working Capital, which lends money to small businesses.

In the 1980s and 90s, funds that attacked publicly-traded companies were known as 'corporate raiders', and their attacks were brutish. Fearing reputational risk, most asset managers steared clear of such nasty attacks. Today, these funds are called 'activists', and they have gained respectability, as their campaigns are often based on an alternative view of corporate strategy-developed with significant investments of time, talent and money. As a result, fund managers are now willing to listen, and senior executives need to accept the reality of this 'golden age of activism', where trillions of dollars-yes, trillions-are being mobilized to improve the performance of publicly-traded companies. The author presents three new realities that every director and executive must embrace to thrive in the 'new normal'.

Few people would argue that we live in a time of growing inequality and uncertainty. Societies are being challenged in ways we have not seen for decades-with nationalistic rhetoric and agendas from the far right and a deep distrust of business, globalization and technology from the far left. Many worry that such a polarization of public opinion and policy making could introduce new risks that deter investment-which is already far too low, judging by current interest rates-and undermine future prosperity. The authors, from The Boston Consulting Group, present a 'leadership agenda for shaping the future', consisting of six principles.

As evidence mounts that sustainability-related initiatives are key to a company's success over time, a growing number of investors are now paying close attention to environmental, social and governance ('ESG') metrics. That according to the authors, whose 2016 Global Executive Study showed that for a decisive majority of investors -more than 70 per cent of those surveyed- sustainability has become central to their investment decisions. With wide ranging examples from GE to Volkswagen to Mitsubishi, they show how leading companies are rising to the challenge.

Every solution you come up with-no matter how perfect it first appears-carries with it assumptions, leaps of faith and implicit conditions for success. If these are not recognized and attended to, they can turn out to be the Achilles heel in your great idea. So says the former creative advisor to Toyota, in a wide-ranging interview about his latest book, Winning the Brain Game. He presents and describes what he calls 'the seven fatal flaws of thinking': leaping, fixation, over-thinking, satisficing, downgrading, not-invented-here and self-censoring. Using a wide range of real-life examples-from Procter & Gamble to Xerox to Apple-he also shows how to avoid these common thinking flaws.

The most critical function of every executive team is to make decisions that benefit an organization in the long term. Most of us would imagine that the more domain experts there are in a particular group, the better: their collective knowledge of risks and opportunities in a particular industry will surely lead to effective long-term decision making. The authors show that this reasoning is flawed. They describe their research, which indicates that in certain circumstances, groups that are dominated by domain experts may exhibit three harmful tendencies that actually detract from effective decision making, including over-confidence and 'cognitive entrenchment'.

Thanks to the Internet, like-minded people can now organize with ease, and as a result, more groups and organizations are demanding a voice in issues of governance. The traditional, top-down model of governance-in which a few render judgments and the masses fall in line-is increasingly being rejected, and we are seeing an exertion of influence by people who feel excluded from traditional governance structures. Exhibits A and B: the Brexit vote and the unlikely triumph of Donald Trump. The authors describe a new approach to governance called 'Catalytic Governance'. By following its five steps, leaders can better engage stakeholders, find common ground, build trust, and frame and re- frame issues-ending up with a common plan from which to take collaborative action.

This module reading provides an overview of the business conduct boundaries, strategic boundaries, and internal control systems used to manage risk. Boundary systems - linked to clear, enforceable sanctions - are essential whenever demanding performance goals are set and rewards are linked to performance outcomes. A framework is introduced for designing internal control systems to safeguard information and assets. These internal controls provide the checks and balances to ensure that errors of omission and commission cannot slip undetected into the transaction processing stream. The behavioral and motivational assumptions that underlie these systems is analyzed. Finally, the module describes how managers can impose strategic boundaries to limit where employees look for opportunities and commit scarce resources. While this module is designed to be used alone, it is part of the Strategy Execution series. Taken together, the series forms a complete course that teaches the latest techniques for using performance measurement and control systems to implement strategy. Modules 1 - 4 set out the foundations for strategy implementation. Modules 5 - 10 teach quantitative tools for performance measurement and control. Modules 11 - 15 illustrate the use of these techniques by managers to achieve profit goals and strategies. View the full Strategy Execution series at: hbsp.harvard.edu/strategy-execution.

"CVS Health: Redefining the Value Proposition" explores how a company can use shared value as a lens to think about competition and strategy choices in a challenging and evolving industry. The case takes a historical look at the structure of the retail pharmacy industry and the changing nature of rivalry among competitors. The case examines how CVS was able to surpass the long-time industry leader, Walgreens, and highlights CVS Health's shift in strategy starting in the mid-2000s.

In January 2016, the chief executive officer of Apollo Gleneagles Hospitals (AGH) was reflecting on the 12-year journey that had led to the establishment of AGH as the strongest pillar of holistic healthcare in Eastern India. AGH brought together the best infrastructure, equipment, people, and systems to serve the people of Eastern India with end-to-end tertiary healthcare. The institution grew with a continuous drive for expanding knowledge, introducing the latest technologies, and building a culture of compassion and care. However, AGH's success had led to a shift in focus, drawing the attention of several leading tertiary care hospitals to the untapped healthcare delivery potential in Eastern India. This shift meant increased competition for AGH and higher expectations from its customers. AGH wanted to maintain its leadership position and better understand the organization's future challenges and focus areas. Which business model would best serve the people of India: expanding the current location or launching a multi-location facility? How could AGH maintain its current high level of recognition, expertise, and availability?

Solidar Switzerland a Non-Government Organisation, originally created in 1936 under the name of Swiss Labour Assistance SLA launched in September 2011 a campaign against Nestlé Nespresso. A viral video, named "Fair Trade - What else?" (https://www.youtube.com/watch?v=2G8QljHVn_A), was initially launched on their web page with the objective to raise awareness of social inequality of coffee farmers in South America and to raise awareness of Fair Trade and influence the buying behaviour of the Swiss population. Solidar asked their supporters to boost their campaign against Nespresso through a viral effect. This case explains what happened after, how Nespresso protected their brand and why Solidar chose Nespresso as a target. A fast reacting crisis management was key for Nespresso to gain control of the situation. The power of social media should never be underestimated and part of this case provides ideas and insight on how to respond on social media attacks. Further, this case explains the sustainability journey of Nespresso and share the learning of the organization which is also partly driven by this incident. This paper also contains a role play which helps to strengthen the crisis management and leadership skills. Learning objective: The case could be discussed as an example for: crisis management, management of reputational risk, leadership - negotiation, sustainability, brand management in particular social media management and communication strategy.

This module reading begins by describing the three sources of strategic risk - operations risk, asset impairment risk, and competitive risk - and demonstrates how these risks can undermine an entire business. To assist in the identification of these risks, the risk exposure calculator is introduced as a diagnostic tool to assess the pressures created by growth, culture, and information management. Finally, the dangerous triad of pressure, opportunity, and rationalization is discussed and analyzed to understand the conditions under which employees may be tempted to engage in misrepresentation and fraud. While this module is designed to be used alone, it is part of the Strategy Execution series. Taken together, the series forms a complete course that teaches the latest techniques for using performance measurement and control systems to implement strategy. Modules 1 - 4 set out the foundations for strategy implementation. Modules 5 - 10 teach quantitative tools for performance measurement and control. Modules 11 - 15 illustrate the use of these techniques by managers to achieve profit goals and strategies. View the full Strategy Execution series at: hbsp.harvard.edu/strategy-execution.

This module reading shows how to link profit plans and other performance measurement systems to both internal and external markets. Starting with the transfer of goods and services within a firm, the module discusses the different methods of designing transfer pricing systems, the effects of these methods on the profitability of the divisions involved, and explains the trade-offs among transfer pricing policies. Next, the module focuses on the linkage between internal business operations and external markets including capital markets, customer markets, and supplier markets. The discussion illustrates how managers use accounting-based tools such as profit plans, ROE measures, and residual income measures such as EVA to communicate with these markets. While this module is designed to be used alone, it is part of the Strategy Execution series. Taken together, the series forms a complete course that teaches the latest techniques for using performance measurement and control systems to implement strategy. Modules 1 - 4 set out the foundations for strategy implementation. Modules 5 - 10 teach quantitative tools for performance measurement and control. Modules 11 - 15 illustrate the use of these techniques by managers to achieve profit goals and strategies. View the full Strategy Execution series at: hbsp.harvard.edu/strategy-execution.

This module reading introduces diagnostic and interactive control systems. Diagnostic control systems are the management-by-exception systems that managers use to monitor the achievement of their business strategy. Interactive control systems are the systems that top managers use to focus the organization on strategic uncertainties. Diagnostic control systems and interactive control systems work together to ensure the implementation of today's strategy and, at the same time, allow the organization to position itself for tomorrow. The module discusses how managers choose which interactive system to use and explores the risks that are introduced through the use of these performance measurement and control systems. While this module is designed to be used alone, it is part of the Strategy Execution series. Taken together, the series forms a complete course that teaches the latest techniques for using performance measurement and control systems to implement strategy. Modules 1 - 4 set out the foundations for strategy implementation. Modules 5 - 10 teach quantitative tools for performance measurement and control. Modules 11 - 15 illustrate the use of these techniques by managers to achieve profit goals and strategies. View the full Strategy Execution series at: hbsp.harvard.edu/strategy-execution.

This module reading explains how managers use performance goals and incentives to ensure that employee actions align with the overall business strategy of the organization. The module begins by discussing how managers use goals to communicate business strategy, the importance of targets and benchmarks for motivation, and the multiple purposes for which goals are used, including planning, coordination, motivation, and evaluation. Three tests are offered to evaluate the effectiveness of performance goals: alignment with strategy, measurability, and linkage to economic value creation. The discussion then turns to intrinsic and extrinsic rewards and examines short-term incentives such as bonuses and recognition as well as long-term incentives such as deferred payments and stock options. Because performance goals and incentives define success (and failure) for individuals, this module also explores the interaction of goals and incentives with human behavior. While this module is designed to be used alone, it is part of the Strategy Execution series. Taken together, the series forms a complete course that teaches the latest techniques for using performance measurement and control systems to implement strategy. Modules 1 - 4 set out the foundations for strategy implementation. Modules 5 - 10 teach quantitative tools for performance measurement and control. Modules 11 - 15 illustrate the use of these techniques by managers to achieve profit goals and strategies. View the full Strategy Execution series at: hbsp.harvard.edu/strategy-execution.

Between late 2014 and late 2016, Tesla and CEO Elon Musk undertook several major, and risky, initiatives that would dramatically expand the scale and scope of Tesla's business. In late 2014, Tesla began construction on a $5 billion "gigafactory" that would manufacture lithium-ion batteries used in Tesla's electric vehicles on an unprecedented scale. In early 2015, Tesla announced a new product line of battery packs designed for large-scale energy storage for residential, commercial, and utility-scale installations. In 2016, the company acquired SolarCity, a leading solar energy firm, creating what Musk called "a vertically integrated energy company." These moves, representing billions of investment and extension into new industries, came at a time when Tesla was still losing money and struggling to scale up production of its electric vehicle lines to meet ambitious delivery targets. Meanwhile, Musk was also CEO of SpaceX, which was, while growing its business of launching satellites and cargo into space for commercial and governmental clients, preparing to take astronauts into space, pioneering the use of reusable rockets, and announcing plans to colonize Mars. Would Musk be able to realize his ambitious goals or was he taking too many risks with his investors' money?