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This case explores the debate over which sustainability philosophy should drive a corporation's strategy: circular economy, green growth, or degrowth. The case uses IKEA and its enormously successful "fast furniture" business model to illustrate several potential strategies for increasing sustainability. The strategies relate to the concepts of enterprise integration of sustainability-companies "being less bad"-and market transformation-companies "doing more good." The case describes IKEA's sustainability efforts to date and areas for expansion, including its: 1) line of circular products; 2) forest stewardship roles; 3) secondary market program; 4) experiments with a furniture rental model; and 5) product servicing efforts. Also explored is IKEA's option to discourage consumerism directly and publicly, in line with a degrowth mentality. Students are asked to consider whether IKEA can decouple its resource use from growth, or alternatively, whether IKEA can remain profitable while selling less.

Spreadsheet Supplement for Case IM1329

Spreadsheet Supplement for Case IM1332

Spreadsheet Supplement for Case IM1334

Even before the Covid-19 pandemic, the automotive industry was facing the most profound transformation in its history. Two primary factors were propelling a case for radical change: seamless connectivity due to rapid software development and the desperate need for environmentally friendly energy solutions. Covid-19, along with the energy crisis experienced in different parts of the world in 2021, simply accelerated this transformation. To future-proof itself and remain on the frontier of these profound changes, Toyota - one of the world's largest automotive companies - had committed to transforming itself from an automotive company into a mobility company. To do so, it created "Woven by Toyota" to establish a strong lead in industry transformation and innovate new technologies and software development. Daisuke Toyoda, son of Toyota's president, Akio Toyoda, had been named senior vice-president of this subsidiary, and his role included executing the Woven City project, a test course for accelerating Toyota's mobility product development. Daisuke was given the task of developing and implementing the Woven City project strategy and was determined, along with his team, to make this high-stakes living laboratory successful. By the end of 2022, Daisuke knew many important steps had already been taken in the creation of Woven City, yet as the project gained visibility and progressed beyond its conceptualization phase, important challenges had to be addressed and key choices made to bring this radically innovative project to life.

Little is known about how design leaders foster design excellence "at scale" within large organizations. To bridge this gap, this article reports on interviews with 59 senior design leaders. Using a paradox perspective to frame the findings uncovers major challenges when leading design teams inside large organizations. It also identifies five pairs of opposing leadership behaviors that address these tensions and balance the overarching paradox of integrating design into the fabric of an organization while maintaining its distinctive character: being transformative yet affirmative; being directive yet accommodating; being proactive yet responsive; being intuitive yet systematic; and being holistic yet specific.

This annually updated exercise assesses one’s exposure to the rest of the world’s peoples. A series of worksheets require respondents to check off the number and names of countries they have visited and the corresponding percentage of world population that each country represents. The summary of a group’s collective exposure to the world’s people will inevitably be the recognition that together they have seen much, even if individually some have seen little. The teaching note provides discussion questions that consider why there is such a high variability in individual profiles, the implications of each profile for one’s business career, and what it would take for respondents to change their profile.

Deep tech involves applying emerging technologies to address big challenges such as using mRNA technology to develop a COVID-19 vaccine. But taking advantage of deep tech can be a challenge for incumbent companies. The authors share a three-step framework to help leaders identify and execute their deep-tech engagement strategies. Using the European steel industry as an example, they describe the factors companies should consider when choosing an approach to deep tech in their own industries.

In blockchain consortia, different companies band together to develop, govern, and operate a shared blockchain-based system. However, many blockchain-based systems are exposed to the risk of never going live without a proper understanding of the peculiar collaboration this technological architecture entails. To understand how blockchain consortia develop and advance collaborative relationships, this article reports on an extensive analysis of online material and interviews of key members. It draws from the literature on interorganizational collaboration and digital platforms to explain the staged progression of blockchain consortia and the key features of blockchain consortia.

Denner AG is a leading food discount retailer in Switzerland. It has 591 of its own stores and 269 run as a franchise called Denner Partner; its revenues amount to about CHF 4 billion. Historically 25% of Denner's revenue has come from alcohol and tobacco sales. Although Denner is positioned in a highly competitive market, the foundations are changing rapidly. Food retail discounters have developed over the last years, and customer expectations of performance have risen, especially since the market entry of Lidl and Aldi. Therefore, Denner is in an environment where it needs to adapt quickly and continually. Denner was acquired by Migros - the biggest food retailer in Switzerland - in 2010 with the clear goal of enriching the offer within the whole group. A second reason for the acquisition was that Migros is not allowed to sell alcohol and tobacco, in accordance with its bylaws. Since the Covid pandemic, retail and food trends seem to have changed for good. In addition, the prospect of Migros starting to sell alcohol is forcing Denner to rethink its current strategy. COO Urs Kneubühler is charged with advising and convincing the board of the best strategic direction to ensure future growth and revenues, while taking into account the opportunities and threats arising from new food and retail trends.

How to implement blue ocean strategy? What are the organizational and management risks and how can a leader attenuate those risks to build execution into strategy successfully? The case "Blue Ocean Strategy Implementation: Real-life Learning and an Interactive Game" brings the implementation principles of blue ocean leadership to students, entrepreneurs, and executives alike in a comprehensive and effective way. First, it introduces two different real-life examples of successful and failed blue ocean strategy implementation. It sets the ground for learning key frameworks of blue ocean leadership for strategy execution: tipping point leadership and fair process. Aided by the accompanying lecture slides, the foundations of strategy implementation are taught in depth by addressing four types of organizational hurdles in strategy execution - cognitive, resource, motivational, and political - and how tipping point leadership allows organizations to overcome them fast and at low cost, while fair process builds trust, commitment, and voluntary cooperation deep in an organization. Finally, principles and concepts of tipping point leadership and fair process are applied through an interactive game, creating an engaging and lively classroom experience with deep learning. The interactive game is online, with professors receiving free access to it.

This case describes how Tongwei Group, a China-based global leader in both aquafeeds and photovoltaics, created a fast-growing new market for green energy and a model for sustainable economic development by integrating high-yield aquacultural ponds with water-based PV plants in eastern and central China, regions where utilizable land resources were scarce and demand for electricity was high and ever increasing. The Chinese government's increasing restrictions on coal-fired power plants to achieve its carbon emission targets led to the urgent need for green energy development in the country, especially in eastern and central China, where population and industrial activities are concentrated. Yet most solar companies ignored the pressing demand for clean energy in these regions because of the shortage of utilizable land resources there. Tongwei rose to the challenge by combining high-yield fishponds with water-based solar farms and rolling them out in these regions, overcoming the regions' perceived unsuitability for solar energy development. This innovative approach created a burgeoning new green energy market, which not only increased clean energy production in eastern and central China, but also multiplied income for fish farmers and the regions' tax coffers, providing a sustainable socioeconomic development model that addresses green energy objectives and economic development goals simultaneously. This case provides an illustrative example of ""nondisruptive creation"", a new concept crafted by W. Chan Kim and Renée Mauborgne in their book Beyond Disruption (2023). By going into geographical areas other companies eschewed, Tongwei created a new market of profitable growth and a thriving new business without disrupting the existing solar energy industry.

Spreadsheet for Case 027SMU.

This case has been written to illustrate the pros and cons of asset-light and asset-heavy strategies. China has seen a rise in the use of asset-heavy strategies over the last few years, particularly with heavy asset users. By using financial tools such as sale and leaseback, fund management business models, and capital recycling, users can build asset-heavy real estate and capture lucrative real estate development profits. The users can then lighten the balance sheet by employing various financial techniques, thus achieving the economic benefit of the asset-heavy strategy while eventually enjoying the lower financial burden and higher flexibility of the asset-light strategy. This real industry case focuses on cold chain logistics real estate (refrigerated warehouses), which is developing in a similar manner to that of the ambient logistics real estate sector over the last 20 years. The company's name has been disguised for confidentiality purposes and the shipment data has been randomly re-generated, but it retains its overall statistics profile for greater realism. The case is written primarily for corporate strategy discussions, but the strong quantitative element also allows it to be used as an operations management network optimisation case as well.

A sports car manufacturer commits to carbon neutrality and to electrifying a large part of its car fleet.

Yukimi Daifuku was an ice cream that had been sold exclusively during the winter season in Japan for almost four decades. Lotte Co., Ltd. (Lotte) entered the ice cream market thirty years after its major competitors, so the company strategically targeted the ice cream off-season, when other producers were not promoting their products. Lotte successfully grew the product’s sales, and Yukimi Daifuku became an iconic winter ice cream in Japan. However, the external environment surrounding Yukimi Daifuku had undergone significant changes, and in 2018, Lotte decided to sell the product year-round in order to boost availability and sales. Yukimi Daifuku saw sales momentum in 2019, but growth stalled in 2020. Without the benefits of its historical (and iconic) off-season position, Yukimi Daifuku faced the challenge of thriving in the competitive Japanese ice cream market. In addition, the patent on the product development process of Yukimi Daifuku was set to expire in March 2021. Without the iconic winter ice cream positioning and patent—the two key factors for their forty-year success—what were the next steps needed for the Yukimi Daifuku Branding Division for the product?

Spreadsheet to accompany product #W29882.

On 7 October 2020, the employees of Raya, an Egyptian holding company, received an email that sent shockwaves across the entire firm. The board had just announced that Medhat Khalil, Raya's co-founder, primary shareholder and long-serving CEO, would be stepping down after 21 years, leaving the position to his son Ahmed Khalil, who was just under 40 years old. Every one of Raya Holding's 13,000 employees was trying to guess how this would impact the company's operations and shape its future. On that day, Ahmed was in his Cairo office, and there was little time to celebrate. He had joined Raya back in 2013, and this moment was the zenith of his career. Ahmed had watched his father develop the company into a successfully diversified conglomerate and the leadership bar was set very high. Reflecting on the milestones achieved under his father's leadership, Ahmed wondered whether the company needed to transform itself to sustain the growth it had demonstrated in the past. Specifically, he questioned whether the holding's current structure was still the best way to sustain growth. If that was not the case, what changes were required? Ahmed was going to spend the next few months finding an answer to this critical question. He was fully aware he had one chance to gain an in-depth understanding of what was really required to future-proof Raya, and - if change proved necessary - to get the transformation right.

Companies increasingly consider external contributors to be a part of their workforce. But these work arrangements can introduce complex management challenges, given external workers' relative autonomy and a lack of coordinated management of internal and external talent. The authors describe a framework they have developed, based on three years of research conducted by MIT Sloan Management Review and Deloitte, to help leaders manage or orchestrate these workforce ecosystems.

In a little over a year, more than 6,500 workers at over 250 corporate-owned Starbucks stores had voted to unionize with Workers United. The former CEO, Kevin Johnson, retired unexpectedly in April 2022 after weeks of increasing pressure from investors as the unionization effort grew. Starbucks Founder Howard Schultz was then named interim CEO and he went on to make numerous statements against unionization and visited many Starbucks locations in an effort to curb unionization efforts. The next CEO, Laxman Narasimhan, was taking charge in April 2023, and Schultz would be his advisor through the rest of the year and remain on Starbucks' Board of Directors. How Narasimhan managed the unionization efforts would be critical to his future at Starbucks. The case's fictional protagonist, the employee relations advisor, is assigned to counsel the corporation's new CEO on how to respond. The protagonist, who started at Starbucks as a barista, can see many sides of the situation and is well aware that corporate leadership has resisted unionization, and knows that what comes next could be critical for Starbucks' future.