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Black entrepreneurs encounter many unique obstacles when raising capital to start and grow a business. During their second year at Harvard Business School (HBS), MBA students Kimberly Foster and Tyler Simpson decided to do something to make a difference for early-stage Black technology entrepreneurs seeking funding. In just four months, they created the inaugural Black New Venture Competition (BNVC), which attracted 300 applicants and became the largest student-led business plan competition for Black entrepreneurs in the U.S. Over the course of the competition, Foster and Simpson were able to begin to identify some of the biases and frictions in the evaluation and funding of early-stage Black ventures. Was there bias in the selection rubric? What would happen when these Black founders faced traditional white VC investors in their next funding round? Now Foster and Simpson needed to decide what to keep and what to change for future iterations of the BNVC. Were they, and their successors, even thinking big enough for BNVC 2.0?

On September 9, 2019, thousands of Amazon.com Inc. employees threatened to join the global climate strikes planned for the week of September 20-27, 2019. Employees were protesting the e-commerce giant's customer-centric approach and its lack of transparency regarding its carbon footprint. Pressure for more transparency was mounting-not only from employees but also from various non-governmental organizations, politicians, and competitors. However, transparency could reveal environmental issues that might lead to a boycott of the company's products and services. Furthermore, transparency and environmental initiatives could work against Amazon's customer-centric approach, and would likely not be approved by the shareholders. Amazon.com Inc. needed to make a decision. Should the company adopt a confrontationist approach and steadfastly pursue its customer-centric approach in the interest of shareholders? Or, should it adopt a co-operative approach and change the company's business model to minimize environmental damage?

TSA promulgated a regulatory process to ensure safety and security at the nation's airports. That process also creates opportunities for entrepreneurs. This case describes the TSA process and engages the students to identify and vet opportunities to create private value. The SCAMPER methodology is explained and used to identify market opportunities. They are vetted using the 6 Hats framework. The case can also be used to help regulators understand the unintended consequences that may emerge from regulations.

These cases follow Emilia Nguyen-newly-appointed CEO of her family's third-generation real estate business in the historic district of Scott's Addition in Richmond, Virginia-as she prepares her proposal to renovate her family's 8,000 sq. ft., three-story Art Deco building. She plans to convert the building from traditional annual-lease office suites into a coworking space with five separate options, each with its own price point. Four of these options are available as a month-to-month rental, and one option will be offered to walk-in customers in a café. In the A case, Nguyen examines survey data from 50 respondents that captures willingness-to-pay (WTP) price points for each of the four monthly rental options. She must set prices and allocate the available space between these options to optimize revenue. Students are provided with a spreadsheet of survey results and asked to calculate the optimal price point for one of the four monthly rental options, ignoring capacity constraints. Then students must recalculate their answers while considering all four options and capacity constraints. Thus students must solve a problem that incorporates both pricing and capacity allocation decisions.

Alisha Bhandari, vice president of operations at a successful and well-respected global supplier of paints, coatings, specialty materials, and optical products, had watched during her 10 years at the company a subtle disintegration of workplace culture. Her own observations, coupled with a recent employee survey, had revealed an overall mindset of complacency, lack of motivation, inflexibility, and a general malaise and unwillingness to be flexible to new ideas in the company. Some managers admitted to being fearful of suggesting changes and a distaste for deviating from the normal routine or even considering embracing anything innovative. Bhandari had also noticed greater stress and tension in various departments, and believed that this was already affecting company performance. She worried that the more motivated employees might be lured away by competitors and general malaise would grow larger and more problematic. For the sake of workplace efficiency, employee mental health, and the future success of the company, Bhandari knew that things needed to change, but she was uncertain what steps to take and strategies to put into place.

In 2016, new CEO Chris Linthwaite had been brought in to turn around Fluidigm Corporation (Fluidigm), a biotechnology company based in San Francisco. Following a year of missed earnings, strong currency headwinds, product backorders, strong competition, and a lag in product demand, Fluidigm's stock had collapsed 87% in 10 months. Fluidigm was burning through cash; it had posted yet another quarter of losses; employee morale had plummeted; and the company had mounting cash flow issues. Linthwaite was preparing his turnaround strategy to present to his board of directors. He had many levers he could pull to right the ship, including cost cutting and restructuring, launching new products, and making an acquisition. This case is intended for a first-year MBA course in business strategy. The course develops students' ability to evaluate, design, and execute a firm's strategy by analyzing the competitive and organizational factors essential to sustained success. The case is used in the latter half of the course and is about selecting an appropriate growth strategy for a company in turmoil. It is used to introduce the basic tradeoffs between pursuing organic growth strategies, such as R&D and innovation, and pursuing other possible strategies, such as inorganic growth through acquisitions, cost cutting, and restructuring.

This case investigates the downfall of Ocean Park Corporation (Ocean Park or the park) from the perspective of financial statement analysis. Ocean Park's performance significantly declined from a surplus of HKD127.2mn in FY2013 to a severe deficit of HKD557.3mn in FY2019. This was mainly attributable to the shrinking revenue size and mounting difficulties in controlling the operating costs during this period. In 2020, Ocean Park was hard-hit by the coronavirus pandemic, which pushed it further to the verge of liquidation. After rounds of debates, the Hong Kong legislature eventually approved of a relief fund of HKD5.4bn in taxpayers' money. The case seeks to highlight the financial ratios and metrics commonly used in financial statement analysis, and their interpretations. It provides insights on Ocean Park's financial performance in terms of profitability, liquidity, solvency, and operational efficiency. Students will tackle practical questions regarding financial statement analysis of Ocean Park from FY 2013 to FY2019, and the financial impact of the relief fund by means of pro forma financial statements over the next few years.

A new accounting standard, IFRS 16 Leases, has come into effect on 1 January 2019. The new standard introduces a single lessee accounting model and requires a lessee to recognise assets and liabilities for all leases with a term of more than 12 months (except for low value underlying asset). The IFRS 16 introduces on lessee's account the "right-of-use" asset to represent its right to use the underlying leased asset and the "lease" liability to represent its obligation to make lease payments. The purpose of the case is to introduce IFRS 16 and illustrating its effect and the differences on treatments of leases compared with IAS 17. The case features a coffee company called Lazy Coffee. Readers take on the role of Jan Lo, the Financial Controller of the Company, who is closing the accounts of 2019 and retrospectively restating the figures of 2018 to reflect IFRS 16. Jan is also required to prepare detailed discussion on the application, implications and impact of changes in the accounting policy.

Boubyan bank grew from a small Islamic bank in Kuwait to one of the largest and most successful financial organizations in its home country. As the bank is entering its next phase of growth, the leadership must confront how to successfully deal with issues around digitization, regional and global expansion, as well as recruiting talent in a more complex and increasingly hybrid world of digital and physical solutions.

This case presents the coming year's performance goals as established by Marietta Austin, the new president of Tractors, Inc. (a subsidiary of AA Equipment Corporation [AAEC], a fictional company), along with data pertaining to several years of actual financial performance. Austin has asked her direct reports to come to a meeting with specific ideas for actions that they plan to pursue in order to help the business unit achieve those performance goals. Students are tasked with creating their own ideas for action to meet the stated goals.

This case examines efforts to foster teamwork within and across work units in the Cleveland Clinic, a large, distributed healthcare delivery organization. With a long history of valuing teamwork since its founding in 1921, the Clinic had taken dramatic steps to further enable collaboration back in 2008 after the growing complexity of medical care had led to problematic divisions across specialties. The Clinic restructured from departments organized by specialty to "institutes" organized by disease and organ systems. A decade later, when this case takes place, the world has continued to change-with the Clinic substantially expanding its scale and scope-posing new teamwork challenges. The case asks students to understand the Clinic's efforts to enable teamwork with the Institute Model and to evaluate whether the Model should be continued, abandoned or changed to address new teamwork needs for 2020 and beyond. It reveals the complexities of enabling teamwork in large, distributed organizations in which fluid, cross-boundary "teams of teams" are operating.

Headquartered in Mumbai, India, FinTech startup Nearby Technologies has seen its flagship brand, PayNearby, rapidly flourish across most of its target market within just four years. The unprecedented success of its payment app, which allows users to access banking services and send money throughout the country from the comfort of their local grocer, has meant success not just for CEO Anand Kumar Bajaj. It has given the massively underbanked population a new lease on financial inclusion. However, as the company celebrates the milestone of covering six times as many locations as brick-and-mortar bank branches in the country, Bajaj looks on to the company's growing obstacles beyond 2020. PayNearby's wide spread means that the company lives and dies on a mere five basis points, and their competitors now number over 200. If Bajaj is to continue the success of his young company, and to continue serving the people who have come to depend on his service for their livelihoods, he will have to see that the thin "pizza-dough" strategy he has implemented can rise with a suite of new services. Failing to do so will spell the eventual demise of his vision. What will those services will be? How will Bajaj be able to secure his company's long-term niche against the hordes of competitors who are now rising at the hands of the same type of innovation his own company had employed?

This case follows Prakash Melwani (HBS MBA '86), CIO of Blackstone's Private Equity Group, and his teams' investment in the footwear company Crocs. Instead of a traditional secondary offering, Crocs opted for a unique deal structure by taking Blackstone's cash in a private investment in public equity (PIPE) deal. During the Blackstone investment, Melwani and his team drastically reworked Crocs' strategy. The case offers insight into the operational initiatives undertaken to revitalize the Crocs brand.

The company's innovative approach was widely recognized, both locally and internationally. In 2018, Moller was invited to join a prestigious NGO focused on the role of the private sector, which led to an invitation by Unilever Chile's CEO to join forces to meet a corporate-wide Unilever commitment: a 25% reduction by 2025 of the plastics it put out into the world. One of the most efficient ways of doing so was the replacement of single-use plastic packaging by reusable containers, but the challenge was to make consumers remember to take their empty containers with them when shopping. With the insight that people never forget to take their wallets, Moller's response was Packaging-as-a-Wallet (PaaW), a reusable plastic container imbedded with a Radio Frequency Identification (RFID) chip that, through Algramo's smartphone app, could also become a digital wallet. At the same time, the app allowed the user to order the exact amount desired and have it home-delivered by electric tricycle. In January 2020, following a successful pilot test, Unilever Chile and Algramo rolled out PaaW across Santiago, Chile's capital. With plastic pollution a highly visible global issue, Algramo's efforts attracted wide international attention and recognition. Several leading FMCG multinationals and environmental NGOs approached Algramo to explore potential partnerships. For many years, Algramo's financing came through awards and prizes, friends and family and benefactors. At the end of 2019, Algramo completed its first institutional capital-raise in a round led by New York-based impact investor Closed Loop Partners. That relationship opened the doors to projects that would take the Algramo model to New York City. In March 2020, Algramo's board approved a joint venture with a Dutch NGO to deploy Algramo in Indonesia, the world's second-largest source of plastic leakage into the oceans. That same month, Chile registered its first Covid-19 case.

This case follows the experiences of Peloton Founder John Foley from concept creation in 2011 to large-scale success in 2020. Foley created his own playbook for a product whose category-"connected fitness"-he created from the ground up. Foley faced, and overcame, product design, technological, manufacturing, and financing challenges before arriving at a marketable stationary cycling product that connected virtually to instructors. Soulcycle and Flywheel, established in-person cycling studios, both rejected Foley's proposal to partner with his new venture. Along the way, Foley was turned down by 400 VC's before landing his first institutional investor after almost three years on the money hunt. But Foley persevered. At the end of FY 2020, Peloton had revenues in excess of $1.8 billion, earned $376 million in operating cash flow, served more than one million subscribers, sold bikes and treadmills in more than 100 stores in four countries, and delivered 175 million fitness classes through its global virtual network. This case brings students a close-up look at an entrepreneur's journey-and asks them to consider if the company's success will likely continue beyond 2020.

This case describes how Transsion Holdings ("Transsion"), a company with Chinese origins and strong advantages in the low-cost production of quality products, has used disruptive innovation to drive its many achievements in African and other emerging markets (such as India). As a startup with few resources, it was able to surpass global mobile phone brands (such as Samsung and Nokia) and take the lead position in the African mobile phone market (in terms of market share by volume). However, Transsion has been facing fierce competition in recent years. In January 2019, Xiaomi, a well-known Chinese smartphone brand, also entered the African market after gaining a firm foothold in the Indian market, and thus became a threat to Transsion's efforts to retain its lead position in Africa. In India, Transsion has to compete against Xiaomi as well as aggressive local competitors. Furthermore, due to consumption upgrading, the development of feature phones is making way for that of smartphones. How can Transsion, as the world's largest feature phone brand, expand its business in such an environment? Based on the disruptive innovation theory proposed by Dr. Clayton M. Christensen, this case will lead a discussion on why Transsion successfully entered Africa and achieved a leading position there and how Transsion should act in other emerging but competitive markets. By doing so, it aims to explore the implications of technology-based companies' growth strategy in emerging markets.

Amidst the onset of COVID-19 pandemic in the United States, Marcus Obsborne, Vice President for Health and Wellness Transformation at Walmart was planning to scale its new health care clinic business, Walmart Health, to additional locations in Georgia and beyond. Walmart Health aimed to differentiate its offerings from those of competing retail clinics, most notably by offering a wider range of services including visits with primary care physicians, dentists, and behavioral health specialists. Osborne wondered how the pandemic might affect the growth of Walmart Health. How quickly and where should the clinics scale across the country? What services should Walmart Health offer to address broader gaps in public health exposed by the COVID-19 pandemic? Finally, how could Osborne and his team prove the value proposition of Walmart Health to both customers and the leadership of Walmart?

Chip and Joanna Gaines, who have shot to fame as stars of the hit television show Fixer Upper, are preparing to launch their own television network. It is April 2019, a year since the home-renovation show Fixer Upper's fifth season on cable channel HGTV ended, and more than one-and-a-half years since the husband-and-wife duo announced that season would be their last. At the time, entertainment company Discovery Inc. was in the process of acquiring, in a $12-billion deal, Scripps Networks Interactive, HGTV's parent company. Now, hoping to find a way to bring the duo back, Discovery's chief executive officer David Zaslav has proposed setting up a joint venture between Discovery and the Gaineses. Under the deal, the latter will receive an ownership stake as well as certain guaranteed payments, be given creative control over the 'DIY Network' which they plan to rebrand as 'Magnolia Network,' and have a sizable programming budget at their disposal. Meanwhile, the two entrepreneurs are also running a thriving set of other businesses under their 'Magnolia' brand, that covers retail and hospitality-including their 'Magnolia Market at the Silos' complex and 'Magnolia Table' restaurant in Waco, Texas-as well as brand partnerships, books, and a magazine. Is launching Magnolia Network the right move for Chip and Joanna Gaines-and for Discovery? And what can both parties do to ensure the new network will be a success?

In 2020, Olympic goal medal winning boxer and former heavyweight world champion Wladimir Klitschko had built himself a "second ring" to continue his career after retiring from professional boxing. He was a hotelier, boxing promoter, author, teacher, speaker, and had built an organization to train businesspeople on his "Challenge Management" philosophy. He believed that any problem could be turned into a challenge to be overcome, and he taught a method based around F.A.C.E.-Focus, Agility, Coordination, and Endurance-to do so. Some major European firms, including SAP and Deutsche Telekom, had begun using Klitschko's methods to train their teams. Given the new realities of the COVID-19 pandemic in 2020, how could Klitschko use his method to help people around the world adapt?