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Sharmaji’s Canteen was the only cafeteria on the campus of a prominent management institute in Gurgaon, India. The business had been operating since 1990 and its success depended on a captive residential population of primarily students and staff. The lockdowns imposed by the Government of India in March 2020 to control the spread of the COVID-19 virus led to the closure of the academic programs. During the pandemic, students had become accustomed to more choices offered by online food delivery that they felt Sharmaji’s Canteen did not match. The business was losing sales and profitability was eroding. The owner needed to decide between three different revival strategies based on the data collected.

In 2023, the term metaverse - a combination of "meta" and "universe" - had become a catch-all for a diverse set of expectations about online virtual worlds and the future of the internet. To some, the metaverse conjured images of a massive participatory videogame inspired by science fiction. To others, the metaverse meant the evolution of the internet into something more three-dimensional and social. In October 2021, Facebook CEO Mark Zuckerberg announced that his strategy would be "metaverse-first," leading him to change Facebook's name to Meta. However, executives at other companies like Epic Games, Microsoft, Nvidia, Electronic Arts, and Apple had different views of if, when, and how the metaverse would take shape. Amid the hype and uncertainty, executives and entrepreneurs had to grapple with critical questions as they strove to form their own vision and strategy for the metaverse. First, was the metaverse going to emerge in the next few years or much further down the road, if at all? Second, what would be the important use cases? Some expected gaming to emerge first, while others expected enterprises would drive adoption. Third, and perhaps most critically, would the metaverse be an open and interoperable virtual world, like the internet itself? Or would the development of the metaverse play out like the more recent models of app stores and social networks, born on the internet but maintained as distinct walled gardens? Answers to these questions would shape billions of dollars of investment, profits, and losses.

Kaichiro Yamamoto is the 10th generation president of Yamamotoyama (YMY), a tea company that is one of Japan's revered shinise: companies that have operated for more than a century. His only child, Nami Yamamoto, is expected to serve as the first female president of the company after him. YMY had gradually expanded the business overseas to Brazil and the US, and Nami Yamamoto had taken charge of overseas operations. YMY had been a household name in Japan and enjoyed the great reputation of a shinise. At the same time, it faced a changing business environment in which gift giving was becoming less common, reducing demand for YMY's expensive and fine products. Each generation encountered different challenges. Along with it came the tensions among growth, stability, risk-taking, and sustainability. How could the leaders ensure the survival and sustainability of the company?

The case is set in 2023. The protagonist is Laxman Narasimhan, Starbucks' CEO since April 1st, 2023. Starbucks is a multinational coffee company and restaurant chain with 36,000 locations worldwide, over $32 billion in revenues, and net income in 2022 of $3.3 billion. In the past five years, the company's performance has languished. CEO Narasimhan's task is to identify Starbucks' challenges as of 2023, prioritize them, and develop and implement a strategy to address them. With the U.S. in an economic downturn resulting from high inflation, Starbucks struggles to control costs. Low employee morale in the U.S. led to some 280 stores unionizing since 2021. Starbucks also bet big on China. With China lifting its zero-Covid policy, this country's revenue contribution will soon exceed 20% of Starbucks' total revenue.

This case, a follow-up to "Design Thinking in Action (A): South Western Railway" (UVA-S-0377) and an abridged version of ""Design Thinking in Action (B): From Insights to Ideas at South Western Railway"" (UVA-S-0378), finds South Western Railway (SWR) and its design-consultancy partner, David Kester & Associates (DK&A), beginning work on a project to improve passenger experience. The team followed a classic design thinking methodology, the Double Diamond, focused on four steps-discover, define, develop, and deliver-and created an ambitious three-month schedule to meet a tight delivery deadline. The case describes in detail how team members gathered data from a variety of passenger categories, created persona types and journey maps, and identified new ideas to help SWR accomplish its goals. It concludes with questions about how these ideas should be tested. What design should experiments take? What outcomes were most important to measure and learn from? For those interested in adding self or peer assessment to students' design thinking learning journey, Professor Jeanne Liedtka, working with coauthors Karen Hold, Jessica Eldridge, and Treehouse Design, has synthesized more than a decade of research at Darden to create the Innovation Impact Assessment. This tool will help students identify personal development opportunities and provide them with practical guidance (in the form of detailed individual feedback reports) to accelerate skill development. The instrument identifies a set of five core competencies based on 44 behaviors that successful design thinkers have in common. It is available for individual use and bulk purchase via Darden Business Publishing at this link: https://store.darden.virginia.edu/innovation_impact_assessment.

This abridged case, the third in a series that begins with "Design Thinking in Action (A): South Western Railway" (UVA-S-0377), describes two waves of experimentation undertaken by UK railway operator South Western Railway (SWR) and its design-consultancy partner, David Kester & Associates (DK&A), during the deliver stage of their joint project to improve customer experience at SWR. They had followed a classic design thinking methodology, discovering customer experiences and needs, defining journey maps and personas, and developing concepts. In this final case, they tested those concepts in actual rail stations to determine whether they met goals for desirability, feasibility, and viability. For those interested in adding self or peer assessment to students' design thinking learning journey, Professor Jeanne Liedtka, working with coauthors Karen Hold, Jessica Eldridge, and Treehouse Design, has synthesized more than a decade of research at Darden to create the Innovation Impact Assessment. This tool will help students identify personal development opportunities and provide them with practical guidance (in the form of detailed individual feedback reports) to accelerate skill development. The instrument identifies a set of five core competencies based on 44 behaviors that successful design thinkers have in common. It is available for individual use and bulk purchase via Darden Business Publishing at this link: https://store.darden.virginia.edu/innovation_impact_assessment.

Founded in 2010, in just one decade, the Swiss company On had established itself as a main player in global sports footwear and apparel. Based on an unconventional strategy which one of the founders labeled as "obsessively distinct," On grew its sales with a compound annual growth rate of more than 75% between 2013 and 2021, and went public in 2021. In 2022, On was on the verge of launching a revolutionary new subscription-based service that exclusively provided customers with the Cloudneo, a fully recyclable performance running shoe. Designed as a circular business model, Cyclon would deviate from On's proven growth strategy and would contradict the dominant logic of how running shoes were consumed. On had to decide whether or not to implement the subscription-based business model as envisioned.

In May 2022, Roche Group, one of the largest healthcare companies in the world, hosted its first ESG investor event focused exclusively on its efforts to impact access to healthcare. While Roche had recently set an ambitious goal to double the number of patients that had access to its innovative medicines and diagnostic solutions within ten years, it was not at all clear how the firm should structure its resource allocation criteria, performance evaluations, reporting and incentive systems to align efforts internally toward these goals. Group CFO and CIO Alan Hippe was presented with two options, none of which he was particularly enthusiastic about. One was to lower the hurdle rate for projects related to ESG issues, thus relaxing profit expectations. The alternative was to incorporate a set of minimum ESG requirements in all of Roche's new project proposals. In this case, however, the risk was to reduce the focus on ESG from a strategic priority to a compliance exercise. In the presentation shared with investors at the ESG event, access to healthcare had been positioned as Roche's greatest contribution to society. This type of public commitment required more than a compliance-level of effort. In September, Alan Hippe would sit down with the executive committee to chart a path for integrating ESG issues into Roche's project selection and business planning. Hippe went on to define three objectives for ESG at Roche, "we need to align on targets, we need to get resource allocation right, and we need to report both internally and externally."

The case is set in 2023; the protagonist is Chris Kempczinski, CEO of McDonald's Corporation. McDonald's is the world's largest hamburger fast-food restaurant chain, with 40,000 restaurants in over 100 countries, $23 billion in annual revenue, and a net income of $6 billion. Since being appointed CEO in 2019, Kempczinski launched the Accelerating the Arches strategic initiative (MCD, also the ticker symbol): maximize our Marketing, commit to the Core Menu, and double down on the 4 Ds of delivery, digital, drive-thru, and development. Although McDonald's has significantly outperformed the broader stock market for most of the past decade, Kempczinski wonders how long this can last. McDonald's faces significant headwinds, including recessionary pressure, high inflation, supply chain problems, rising wages, and significant labor shortages.

In 2018, BlackRock CEO Larry Fink wrote a surprising letter to CEOs across the country stating "to prosper over time, every company must not only deliver financial performance, but also show how it makes a positive contribution to society. Companies must benefit all of their stakeholders, including shareholders, employees, customers, and the communities in which they operate." Now BlackRock is facing pressure from a variety of stakeholders. Republican legislatures are cutting their states' investments in BlackRock funds, saying that the firm's "woke investing" is damaging their states' economies. Environmental groups are protesting that BlackRock is not divesting quickly enough from nonrenewable energy sources. Individual and institutional investors alike are confused by the lack of clear criteria for environmental, social and governance (ESG) funds, and analysts question whether ESG investing is sufficiently profitable. Students are tasked with helping the CEO regain control of the narrative, and advising where BlackRock should position itself next.

When staff as well as investors participate in a profitable exit by a global private equity firm, the industry pays attention. KKR's sale of CHI, a garage door manufacturer, for a 9.8X multiple of invested capital (MOIC) made headlines in early 2022 as one of KKR's highest returns since the 1980s and for CHI's hourly workers and truck drivers for whom the pay-out would be life changing. More than 600 strong blue-collar workforce got an average of US$175,000 each, rising to US$800,000 for the longest serving employees. KKR had acquired the company in 2015 for US$700 million, and sold it to Nucor Corp for US$3 billion in early 2022. The celebrations were the result of a movement led by Pete Stavros, Chairman of CHI, and also Co-Head of the Americas Private Equity platform at KKR, who had worked with CHI management to give every employee an equity stake in the company, allowing them to participate in its growth as well as a substantial return upon KKR's exit. The case shows the power of equity ownership and incentive structures, as well as the challenges of implementing such fundamental changes in any business, setting the scene for discussions that go beyond DEI (diversity, equity and inclusion) to tackle issues such as social justice and the equitable distribution of wealth. https://publishing.insead.edu/case/kkr-chi

When staff as well as investors participate in a profitable exit by a global private equity firm, the industry pays attention. KKR's sale of CHI, a garage door manufacturer, for a 9.8X multiple of invested capital (MOIC) made headlines in early 2022 as one of KKR's highest returns since the 1980s and for CHI's hourly workers and truck drivers for whom the pay-out would be life changing. More than 600 strong blue-collar workforce got an average of US$175,000 each, rising to US$800,000 for the longest serving employees. KKR had acquired the company in 2015 for US$700 million, and sold it to Nucor Corp for US$3 billion in early 2022. The celebrations were the result of a movement led by Pete Stavros, Chairman of CHI, and also Co-Head of the Americas Private Equity platform at KKR, who had worked with CHI management to give every employee an equity stake in the company, allowing them to participate in its growth as well as a substantial return upon KKR's exit. The case shows the power of equity ownership and incentive structures, as well as the challenges of implementing such fundamental changes in any business, setting the scene for discussions that go beyond DEI (diversity, equity and inclusion) to tackle issues such as social justice and the equitable distribution of wealth. https://publishing.insead.edu/case/kkr-chi

Ambareen Musa started Souqalmal by adapting the business model of UK-based online insurance brokers (e.g., MoneySuperMarket) to the UAE context. This two-part case describes some of the ups and downs of her journey, emphasizing the need for innovation and nimbleness in a rapidly changing competitive and regulatory environment.

Ambareen Musa started Souqalmal by adapting the business model of UK-based online insurance brokers (e.g., MoneySuperMarket) to the UAE context. This two-part case describes some of the ups and downs of her journey, emphasizing the need for innovation and nimbleness in a rapidly changing competitive and regulatory environment.

In August 2022, the Pentagon tasked U.S. Air Force Captain Victor Lopez to launch a new office for AFWERX, an Air Force innovation unit that leveraged commercial developers and military talent to acquire advanced technologies. This task was particularly arduous because Lopez would be the first and only member of this new office. Having been granted flexibility in the setup of the office, he pondered the complexities of his assignment, the decisions around organizational design he would have to make, and reflected on his recent experiences, particularly those as part of the team that launched the Air Force's AI Accelerator.

Syngenta AG (Syngenta), the Monsanto Company (Monsanto), Bayer Crop Science (Bayer), BASF SE (BASF), Dow AgroSciences (Dow), and DuPont de Neumours, Inc. (DuPont) were the only multinational firms engaged in the discovery of new agrochemical and seed technologies. Despite their fierce rivalry, the six competitors had forged strong collaborative relationships to manage the rising challenges in developing and launching agricultural innovation. A wave of unprecedented mega mergers transformed the industry into even fewer and larger firms. Syngenta, Bayer, BASF, and Corteva became the four new leaders in agriculture. As rivalry increased and innovation became even more challenged, the four competitors were pushed to reassess how they could innovate and collaborate together. Their key challenge was to determine how they could work together to develop the next wave of innovation in agriculture without compromising their individual strengths and competitive advantages.

The case outlines the development of Boston-based start-up Rethink Robotics Inc., a leader in a rapidly growing part of the booming robotics market: collaborative robots (cobots), which work side by side with humans. This case also traces the moves of a mid-sized German hardware engineering company, HAHN Automation, a leader in integrated automation systems. With a keen interest in cobots, HAHN Automation had invested in the start-up and acquired the rights to distribute, sell and service Rethink Robotics' products globally. This had made HAHN Automation a leader in the growing global market for cobots. When Rethink Robotics suddenly announced that it was liquidating, HAHN's leaders needed to act. They saw three options: acquire, develop IP in-house or find another solution.

Tackling the big, systemic challenges confronting many organizational business leaders will increasingly require strategizing across organizational boundaries, but doing so is more complex than making strategy within a single organization. The authors developed a new approach to collaborative strategy in working with a global public health organization. Lessons learned can help leaders in individual organizations work with others to achieve both shared and individual strategic priorities.

The case is set in January of 2023; the protagonist is Dara Khosrowshahi, CEO of Uber Technologies, Inc. Uber operates a diversified ride-hailing and transportation platform in over 70 countries, some 10,000 cities, and has 120 million active monthly users. The Uber online network lets users connect with drivers through a smartphone app to request rides and food or grocery deliveries. In 2022, although Uber had revenues of $32 billion, it lost more than $9 billion, bringing the total company net losses since 2016 to almost $30 billion. CEO Khosrowshahi recognizes several issues he needs to address: 1) how to achieve consistent profitability, 2) how to attain scale and scope economies within its widely-diversified technology platform, and 3) the risk of Uber experiencing a diversification discount.

Agility comprises three processes, each of which contains a pitfall that can subvert its outcomes: Alertness harbors the pitfall of hubris, decision-making harbors the pitfall of impulsiveness, and mobilization harbors the pitfall of resource fatigue. The authors offer advice to help leaders identify and then avoid these often ignored risks in implementing organizational agility.