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Ajeet Singh was an example of an authentic leader, devoting himself to tackling the societal grand challenge of sex trafficking and child prostitution in India. Singh was the founder and leader of Guria India (Guria), a non-governmental organization with a holistic approach to improving the lives of sex workers and trafficked women and children. Through trial and error learning as well as years of immersion in and working with the community in one of India's red-light districts, Guria had developed an end-to-end approach attacking the challenge at its systemic roots in poverty, corruption, and the failure of social institutions. However, Guria still struggled with an insecure funding base, low salaries for staff, and an insufficient leadership pipeline; Singh could identify no successor to take up his work. Singh wondered how he could extend Guria's reach across all of India: Should Guria establish new locations in other cities, and if so, how would these be staffed, and what kind of leaders would be needed? How could Singh find and groom a cohort of successors to follow and replace him once he was no longer capable of providing his current level of proactive leadership?

In June 2022, India's community health workers, known as accredited social health activists (ASHAs) in the state of Jharkhand, were on strike, demanding regularization of their services, increase in remuneration, and incentive benefits. Dr. Nitin Kulkarni, the health secretary for the state of Jharkhand, must deal with the strike as soon as possible, as the state immediately needs the services of ASHAs during the COVID-19 pandemic.

Circl Learning Limited (Circl), a United Kingdom-based organization that provided coaching training to professionals and diverse young leaders from under-represented groups, was facing a challenge regarding impact measurement. Founded in 2018, Circl had grown and established a significant client base in a short time. Measurement of impact was a core component of its philosophy and growth strategy. As the chief executive officer prepared for a team meeting, he contemplated the measurements that Circl had in place and was currently tracking. What other key metrics should the organization consider for 2023?

The international Vishwa Foundation (Vishwa), based in India, was started four decades ago to promote holistic healing and wellness based on the tenets of swaasthya and ancient Ayurvedic texts. Vishwa had revived the Vedic tradition of Agnihotra, or fire-offering, a daily ritual performed at the auspicious hours of dawn and dusk. The organization offered spiritual products that used Agnihotra ash as a key ingredient, offering a unique and traditional approach to personal care and wellness, and had some success. In July 2022, the president of Vishwa wanted to expand the product market by promoting Vishwa's products as natural, eco-friendly, and holistic solutions for consumers' health and wellness needs. He was aware that Vishwa faced several challenges, including a weak distribution network and a lack of branding compared to its competitors, and he needed to explore alternatives for the company's growth and implement the changes soon.

Facebook Inc. (Facebook) rebranded to Meta Platforms Inc. (Meta) in October 2021, intending to break into the virtual world of immersive technologies. However, Meta soon found itself in trouble after an eventful year in the virtual reality industry. The number of Meta users was declining, and first-time Meta users were not coming back. Users were complaining about underdeveloped graphics, programming troubles, instability, and overall poor user experience. Meta's struggle with technological glitches, disengaged users, and an unclear vision resulted in a sharp decline in its financial performance. The company was also attracting negative comments on social media platforms. What should Meta do moving forward? Should it continue spending on innovative technology and hiring additional talent, return to its roots as a social media platform (Facebook), or consider its competitive advantage via collaboration?

Jerren Chang, CEO and co-founder of GenUnity, had to choose a strategy to scale his civic engagement-focused nonprofit. Based in Boston, Chang could grow the organization there or begin to expand to other cities. He also had to select candidates for a board of directors that would align with his chosen growth strategy. Chang also had to decide how to sequence these choices for an optimal outcome.

Social Finance is a Boston-based nonprofit that works at the intersection of finance and policy. It raises, allocates, and manages capital to fund projects in the areas of education, early childhood development, criminal justice, and health. The case explores how Social Finance designs and implements programs related to worker training. While Social Finance's recently launched New Jersey Pay It Forward program has garnered nationwide interest, the organization currently serves around 50,000 people and has ambitions to eventually help upskill millions of Americans. Social Finance's leadership is now examining how best to expand its reach, at a time when rampant shortages of "middle skill" labor threaten to slow economic growth and the energy transition in the United States.

After pivoting from a focus on hardware to a focus on scientific data, TetraScience, led by veteran SaaS executive, Patrick Grady and Founder Spin Wang, has embarked on a journey from nearly cash-out to a player in the scientific data management space. This case focuses on challenges within the scientific data space today, including TetraScience's approach to building a two-sided network, and how the company plans to utilize the pivot as a way to address one or both sides of that network and build upon their desired new business model. Where should TetraScience look to expand their total addressable market (TAM) and capture market share in an industry where companies know they have a need to solve their data issues, but have a ton of inertia holding the industry within the status quo?

In November 2017, Puneet Chhatwal, took charge as MD and CEO of IHCL, popularly referred to as the Taj Hotels. Despite being India's largest hospitality company by market capitalization and respected for its values and service, IHCL had made losses for the last seven years and had high debt levels. Chhatwal prioritized improving the company's profitability while reducing debt. He opted for an asset-light portfolio and refreshed the brand architecture. With each brand addressing a different price point, IHCL expanded its portfolio across different customer segments. The new strategy of 'asset-light' and 'multi-brand' yielded impressive financial results and Chhatwal started planning the next phase of IHCL's growth. What more should IHCL do to sustain this momentum, especially amidst increasing competition from global players?

Founded in 2015, ReUp Education helps "stopped out students"-learners who have stopped making progress towards graduation-achieve their college completion goals. The company relies on a team of success coaches to engage with learners and help them reenroll. In 2019, ReUp developed an artificial intelligence (AI) algorithm to help coaches better tailor the support they provide. A disappointing 2021 experiment showing limited utility of the algorithm, however, causes ReUp's senior leaders to question the value of AI for such a personalized, nuanced task like success coaching.

This case covers the events leading up to the 2021 GameStop short squeeze. Using GameStop as an illustrative example, the case explores the rise in retail trading, increased financial information sharing on social media, and the gamification of investing enabled by trading applications (apps) such as Robinhood.

Fund manager Janet Curie asked for a recommendation about the pharmaceutical company Catalent. The company seemed like a solid investment. However, a pair of research reports issued over the previous two months complicated this narrative. GlassHouse Research, a short seller that profited when stocks declined in value, identified accounting red flags at Catalent. Fiat Lux Partners, on the other hand, released a report countering most of GlassHouse's claims, arguing that GlassHouse fed investors red herrings. Both GlassHouse and Fiat Lux had anonymous funders and employees-and long disclaimers explaining their financial interests. Curie was at a loss-who, if anyone, could she trust? Who had uncovered actual wrongdoing, and who was using accounting tricks to mask or exaggerate real-world factors?

This case describes Ningbo Motor, a rapidly developing company specializing in the auto parts industry. It had evolved from being an original equipment manufacturer to becoming a branded manufacturer. The company had also shifted its business model from traditional foreign trade to a cross-border business-to-consumer (B2C) e-commerce approach. Unfortunately, the challenging circumstances stemming from the COVID-19 pandemic and the Russian-Ukrainian conflict had significantly impacted Ningbo Motor's supply chain. Since 2018, the company had heavily relied on third-party platforms such as Amazon, primarily targeting the U.S. market. This dependency posed the risk of market over-reliance. Consequently, Ningbo Motor experienced a decline in its online and offline sales figures in the U.S. market from April 2022. To mitigate risks, Ningbo Motor needed to make strategic changes to enhance supply chain resilience and ensure supply chain stability. Accordingly, the questions posed are as follows: Should the company consider entering emerging markets such as Vietnam to gradually reduce its dependence on the U.S. market? Or should it create an independent site to sell products through new channels?

The case describes the growth spiral of the TCL Group during a long time span of 40 years. TCL's predecessor TTK started as an importer of magnetic tapes from Hong Kong to China's mainland. TCL was founded by TTK to tap into the growing China market with a series of electronic products and home appliances. In the early 2000's, it stumbled after two merger deals with international TV and cellphone giants Thompson and Alcatel. Later, the company decided to move upstream into the semi-conductor industry and tried to seize the opportunity of China's TV industry technology upgrade from CRT to flat screen. A few years after the semi-conductor business took off, TCL moved further upstream to producing silicon materials for the semi-conductor and solar power sectors. While TCL was chasing a vertical integration strategy, it faced severe financial difficulties as a result of many factors, such as continued post-merger losses in acquired businesses, integration challenges, sluggishness in growth and lack of innovation in the consumer electronics sector, prolonged lead time for the high-tech units to turn into profit...

Founded in 2006, Mi Xue Bing Cheng (Mixue) had become widely popular in the Chinese market by June 2021. Mixue achieved very high levels of growth by using a low-price high-volume strategy, a clever marketing campaign, and an unconventional geographic expansion strategy that emphasized secondary markets. However, the domestic market was becoming too saturated. Seeing Mixue gain recognition, new competitors started imitating its business model and developing a fiercely competitive market. Mixue's chief executive officer, Hongfu Zhang, was wondering how to sustain the company's high growth rate. Should Mixue continue following its original strategy or adopt a new and different approach that includes international expansion?

This case describes the challenges faced by the cosmetics division of a large corporation when determining the set of products to develop in 2004. The key players involved are the centralized R&D center and the decentralized brands. The case provides data to estimate the utilization rate of the R and D center. It also describes how the R and D center is organized to develop various types of product lines.

A business world characterized by volatility, uncertainty, complexity, and ambiguity (VUCA) presents many leadership and governance challenges to businesses large and small. Smaller family firms, in particular, need to demonstrate resilience both in navigating changes that arise from VUCA conditions and in staying firm on the core purpose with which their enterprises were founded.Cases A and B present the approach of a family firm based in Toronto, Canada, that manufactures and markets industrial vacuum systems. The cases provide an opportunity for instructors to convey the trials and tribulations faced by the founder and his successor in building a purpose-driven organization and in staying on the committed path of responsible leadership and governance.

Metaza SA (Metaza) was a family business created by two brothers who later invited their younger siblings to join the firm. Metaza operated in the steel sector, a capital-intensive business with fierce competition. The industry had experienced several mergers and acquisitions led by international players. To remain competitive, Metaza had changed its strategy, moving away from being a steel dealer and toward being a value-added producer. However, these changes generated debate within the family business, which operated with a low level of institutionalization. Consequently, the brothers hired a family business governance consultant for assistance. Metaza's chair and chief executive officer needed to learn how to implement these strategic changes so that he could pass the torch of a healthier organization.

In 2020, Neha Mathur and Debi Kar co-founded the start-up Wishyogi India Pvt. Limited in Bangalore, India, and launched an online HR platform called Personifwy. Driven by artificial intelligence (AI), Personifwy analyzes employee engagement experiences and integrates data with the client's own systems, thus serving as an HR analytics platform. During their interactions with clients, Mathur and Kar discovered a gap in the process of recruiting prospective employees. Many candidates were engaging in a phenomenon referred to as "ghosting," which caused the talent acquisition teams of client firms to constantly restart the process, wasting time and resources. Mathur and Kar wanted to reveal the reason why candidates were dropping out of the recruitment process (or "ghosting" the employer) after receiving an offer letter and find a way to stop the practice. Potential solutions included having the client call these candidates directly or hiring consultants to establish a contact. Could AI technology help to resolve the issue? Could Mathur and Kar design an innovative solution to increase the ratio of job offer to confirmed employee for Personifwy clients? Should the company consider using employees advocates to help resolve the ghosting issue?