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This case highlights Wärtsilä's significant role in the decarbonization journey of the energy and marine sectors. Despite the difficult financial situation and challenging market dynamics - Wärtsilä was active in industries that relied heavily on fossil fuels with little potential for future growth - CEO Hakan Agnevall took a bold decision to convert threats into opportunities and use decarbonization as a vehicle to transform the company. His vision was to turn the company into a leader in sustainable solutions. The ambitious goal set by Agnevall presented Wärtsilä with numerous challenges. The industries in which the company operated were undergoing disruptive changes, but the transition to sustainable alternatives would take decades. Both the energy and maritime industries were characterized by long-term investment cycles and a certain conservatism in terms of adopting new technologies. One of the major hurdles faced by Agnevall was timing. Wärtsilä already had a portfolio of green technologies ready to be offered to customers, but the market demand for these solutions was not yet fully established. The transition to green solutions would require time. As the industry gradually transformed, Wärtsilä understood that it would take several years before the company could fully benefit from its new strategy and investments in green technologies. Balancing the long-term strategic commitment to decarbonization with the need to address short-term financial imperatives and satisfy shareholders was a critical challenge. Wärtsilä was making long-term investments in various green technologies, but the uncertainty surrounding which technology would eventually prevail added to the complexity of the situation.

Sunil Koshy considered himself a "passionpreneur;" after quitting a well-paid job as a software engineer, he chased his passion for singing and founded From Mug to Mike (FMTM), a start-up that helped amateur singers polish their singing skills. Stemming from Koshy's passion, FMTM had evolved into a business venture with viable products, services, and a scalable business model. To scale up FMTM, Koshy needed to decide whether the business should take a geography- or a product-led route.

In March 2023, the co-founder of Rangoli Group of Institutes, Prahar Anjaria, was contemplating expanding his educational venture across the country. Founded in 2009 in Vadodara, Gujarat, India, the organization was a successful and award-winning preschool chain. The company was focused on imparting holistic learning with high moral, ethical, and pedagogical insight, as well as giving back to society through various social and cultural settings. With an evolving educational marketplace and new government regulations, Anjaria was wondering if this was the right time to expand across the country. What would be the impact of national expansion? How could he be sure to retain the core educational philosophy that made Rangoli Group of Institutes unique?

The Gurmukh Singh Technology (GST) group, based in Ludhiana, Punjab, India, manufactured high-precision machined parts and sheet-metal components for various industries and sectors such as agriculture and horticulture. Revenues of the group had dipped substantially in 2018 due to non-receipt of payments from some customers, and the situation was compounded by the onset of the COVID-19 pandemic and the consequent lockdowns in 2020 and 2021. In January 2022, the managing director and head of marketing was planning a restructuring drive with the intention of doubling revenues and increasing the profitability of the group by 50 per cent over the next five years. He had to decide whether to reframe the group's business-to-business marketing strategy and, if so, in what respect. How should he segment customers and select the most appropriate segments? How could he incentivize these customers to buy his company's products rather than those of competitors? What should be the value proposition of the company?

The farmer producer company (FPC) Sahyadri Farmer Producer Company Ltd. (Sahyadri Farms) commenced with a mission of safeguarding fair compensation to the small landholding farmers of India in exchange for their produce and hard labour. Sahyadri Farms was a market leader in grape exports, especially to Europe, but when export freight charges shot up dramatically due to the unprecedented COVID-19 pandemic in 2020, the company was forced to enter into the domestic market to survive. The company's domestic business, Sahyadri Supply Chain Company Ltd., had very high operating costs compared to those of local intermediaries, who operated without the same professionals, standardized logistics, or software. The company was rigorously partnering with young innovators to incorporate technologies like blockchain into the agricultural sector, and it needed a new business model. However, as a company in a low-profitability sector with jobs that were not lucrative and were situated in remote locations, it faced challenges in attracting and retaining the young talent it needed to support the growth of an increasingly complex business in the domestic market.

In 2020, the tuition and coaching industry in India was severely hit due the COVID-19 pandemic and subsequent nationwide lockdowns. With physical classes suspended, many private tutors and coaching institutes closed their businesses. Teachers and educators found limited options for conducting classes online, and it was challenging to manage and monitor teaching-related activities. Founded in May 2020, Teachmint, the Bengaluru-based education technology (edtech) start-up, provided a one-stop edtech infrastructure solution for teachers, educators, and institutes. With a focused business-to-business model, Teachmint grew leaps and bounds in its first year of operations. The company had begun international expansions by partnering with edtech companies in Southeast Asia and the Middle East. However, Teachmint's chief executive officer was debating whether it was the right time to go global or whether his company should focus on the Indian edtech market, which was competitive and featured several large players.

In 2006, two entrepreneurs founded Fugumobile Co. Ltd., a digital marketing agency based in Shanghai, China. The company grew organically in China by adapting to the evolving trends in digital marketing. In May 2021, the founders were facing a dilemma and had to choose between two options for sustainable and profitable growth of their company. The first option was to reach an extensive client base by continuing to deliver standardized services at affordable prices, which offered the company modest growth and profitability. The second option was to offer customized services at a premium price, which was more rewarding but would require recruiting experienced workers with a proven track record for selling and delivering high quality customized services, who were typically employed by large agencies and demanded significantly high salaries. The two founders had to decide which path to take.

Two months after his January 1, 2021, appointment as chief executive officer (CEO) of NewCo, the code name for the soon-to-be spun off managed infrastructure services portion of International Business Machines Corporation (IBM), Martin Schroeter was faced with the daunting prospect of creating a distinct strategy and identity for a huge company in a very short time frame. Announced on October 8, 2020, by IBM's CEO, Arvind Krishna, NewCo was a high-stakes strategic move to "create value through focus" and "increased agility to focus on evolving customer needs and delivery excellence." Once spun off, NewCo would immediately become the world's leading managed infrastructure services provider, with US$19 billion in revenue, 90,000 employees, and 4,600 customers, including more than 75 per cent of the Fortune 100 across 115 countries. With the spinoff expected to be complete by the end of 2021, Schroeter had only a few months to craft a strategy, recruit a leadership team, define a new identity for the company, ensure a "strong strategic relationship" with IBM, and bring thousands of customers and tens of thousands of employees into NewCo. Success required many pieces to come together rapidly and seamlessly. Schroeter was unsure how best to address these challenges. All he knew was that failure was not an option and that time was short.

Davis Bookhart, the founding director of Sustainability/Net Zero office, at The Hong Kong University of Science and Technology, has an HKD 50 million problem. Four years ago, a fund was created to build a position of institutional leadership in sustainability from the largesse of the university's then president. Intended to pair students with research faculty and the university's operations staff in the development of sustainable, smart solutions to campus problems, the resultant program transformed the university's campus works into a living lab, offering an exploration of frontier problems in sustainability and an alternate pedagogical model to classroom teaching. Four years on, over 30 projects have been funded, with outcomes ranging from digitalizing the school's registrar to using artificial intelligence to build a smart monitoring system for the campus' bird population. Now, under new leadership and with its funding set to soon expire, Bookhart must reevaluate the living lab's impact and address how the case for a living lab might be institutionalized. He must also grapple with a broader question of what the role of the university will be in supporting early-stage innovation in China's now emerging Greater Bay Area?

The Indian Railway Catering and Tourism Corporation (IRCTC) handles all online and mobile ticketing for the Indian Railways, the largest passenger carrier in the world, with an annual footfall of more than 8 billion. The IRCTC wished to monetise its data assets and floated a tender in July 2022 to engage a consultant for its data monetisation initiative. The tender faced severe backlash on social media from the lay public as well as privacy rights advocates, and invited the scrutiny of a Parliamentary Committee of the Government of India. Faced with this opposition, the IRCTC recalled the tender. This case allows students to analyse if there is value to IRCTC's data monetisation project and, if so, for which stakeholders. Should the tender be redesigned or should the IRCTC or Indian Railways do this exercise internally? Can data monetisation coexist with data privacy of stakeholders or should this project be abandoned? Would a tender for hiring a consultant for data analytics have seen as much resistance? The case highlights the importance of a tender document to be seen as a medium of communication for the lay public and not just as a commercial document for vendors.

Cormac Kinney, Founder and CEO of Diamond Standard, was on a mission to transform the U.S. diamond market through unlocking the precious gems as market-traded assets. As a serial FinTech entrepreneur, he hoped to add an additional service to his vault: Carats. The commodity currency would be backed by a fungible resource, being the first in its field to have a physical-digital combination. Following the recent crypto-market crash, Kinney wondered if this was the right opportunity to launch his product. Although Kinney saw Carats as the best of both gold and other decentralized currencies, his advisors were wary of the potential regulatory risks that could ensue, in addition to the current dreary landscape of the crypto-market. Should Diamond Standard pursue Kinney's vision of Carats, or focus its limited resources on other diamond-backed financial products?

Since its founding in 2019 by Kim Kardashian and Jens Grede, Skims, a solutions-oriented brand creating the next generation of underwear, loungewear, and shapewear with an eye toward body-type and skin-tone inclusivity, has experienced a meteoric rise. Kardashian, who was a well-known media personality, socialite, influencer, and businesswoman, served as the brand's creative director and aesthetic muse and brought her cultural impact and followers into the brand. CEO Grede and COO Emma Grede had experience managing celebrity brand relationships and founding other celebrity brands. In July 2023, the company was valued at $4 billion, an incredible achievement for a direct-to-consumer products company. Skims seemed to be bucking the trend that was dragging down other DTC brands, which for the first time in a decade were having trouble raising new venture money, raising money in down rounds that diminished the valuations of their companies, or seeing sharp stock price declines post-IPO. Instead of looking to other DTCs for inspiration, Skims' founders were inspired by brands such as Nike, Apple, and lululemon, hoping to propel Skims to iconic brand status. With the recent $4 billion valuation, Skims' investors would pressure the management team to drive exponential topline growth while managing profitability. Could Skims continue to accelerate its growth trajectory or would it fall prey to the same forces slowing down the growth and profitability of other DTC brands?

Shortly after the sudden death of her beloved husband, Priya Gowda learns that the company he built from a small dairy farm into a major Indian conglomerate is in deep financial trouble. Unbeknownst to her and his investors, her husband had taken on a lot of short-term, high-interest loans, and the company is struggling to make its payments. As sole heir to his majority stake in Splendid Ice Cream, Priya is now its de facto CEO. Her creditors advise her to sell or liquidate the company, but Priya is determined to preserve her husband's legacy. Her daughters, however, worried that the business is taking too high a toll on her, beg her to let it go. Should she give in to them or keep trying to save Splendid? Expert commentators weigh in.

Shortly after the sudden death of her beloved husband, Priya Gowda learns that the company he built from a small dairy farm into a major Indian conglomerate is in deep financial trouble. Unbeknownst to her and his investors, her husband had taken on a lot of short-term, high-interest loans, and the company is struggling to make its payments. As sole heir to his majority stake in Splendid Ice Cream, Priya is now its de facto CEO. Her creditors advise her to sell or liquidate the company, but Priya is determined to preserve her husband's legacy. Her daughters, however, worried that the business is taking too high a toll on her, beg her to let it go. Should she give in to them or keep trying to save Splendid? Expert commentators weigh in.

Shortly after the sudden death of her beloved husband, Priya Gowda learns that the company he built from a small dairy farm into a major Indian conglomerate is in deep financial trouble. Unbeknownst to her and his investors, her husband had taken on a lot of short-term, high-interest loans, and the company is struggling to make its payments. As sole heir to his majority stake in Splendid Ice Cream, Priya is now its de facto CEO. Her creditors advise her to sell or liquidate the company, but Priya is determined to preserve her husband's legacy. Her daughters, however, worried that the business is taking too high a toll on her, beg her to let it go. Should she give in to them or keep trying to save Splendid? Expert commentators weigh in.

Transport Solutions was a global travel services company with headquarters in the United Kingdom (UK). It had a matrix organization design with 5 lines of businesses (LOBs or verticals) supported by 5 different business units (BUs or horizontals). However, with the entry of smaller and Agile new players in the market around 2015, Transport Solutions started experiencing challenges. The organization followed a 'waterfall' model of software development with teams from different BUs contributing to the development in a systematic stage-by-stage process. This helped ensure high quality products and services. However, the downside was that the minimum time to market (cycle time from concept to reality) was 26 to 33 weeks depending on the complexity of the product. Everyone was busy doing the work as expeditiously as possible and there was no reason to believe that the cycle time could be reduced further. The case focuses on the transformation of Transport Solutions from a siloed organization to an Agile organization, and the assistance provided by TCS in facilitating the transition. It describes some challenges faced during the transition and the interventions by the management of Transport Solutions and TCS to address those challenges to successfully implement Agile.

ELGi transformed from a small family-run manufacturer of compressors and pumps to a global player through multiple initiatives based on improving the quality of their product and the productivity of their workforce over two decades. They adopted an innovative approach to improve their blue-collar workforce's lifestyle and income levels, linked to worker upskilling, increasing job autonomy, and a radical approach to wage agreement. Previously, wage negotiations for ELGi workers were unpredictable and without a clear structure. The process took time and was ad hoc. Dr. Jay, the promoter family member, did not subscribe to the traditional approach of keeping labor wages low and benefiting from the wage arbitrage followed by global subsidiaries in India and other Indian manufacturing companies. He wanted Indian workers to earn competitive wages, almost equal to what blue-collar workers in the West make and become globally competitive. Hence, a "basket of goods" approach to wage fixing was introduced in 1996 to ensure a good lifestyle for workers and their families. This approach linked consumption to compensation and was determined based on the needs of a family of four. Moreover, the company acknowledged the importance of enhancing worker motivation in order to remain competitive on a global scale. By defining a basket of goods as "must have" and "good to have", which was collaboratively developed between the workers, their families, and the management, they periodically expanded the basket items over multiple years. Additionally, with organization-based profit-sharing schemes, suggestion schemes, and career progression mechanisms, ELGi built a dedicated, motivated, and engaged workforce. Furthermore, the practice of keeping workers as contingent workers for long periods was changed to offer permanency for workers completing over three years based on their performance feedback.

In January 2019, the Competition Commission of India approved a significant merger in India's fast-moving consumer goods industry. The merger between Hindustan Unilever Limited (HUL) and GlaxoSmithKline Consumer Healthcare Limited (GSKCONS) took place in April 2020. The deal helped HUL strengthen its food and refreshments business and diversify into the health food drinks market. The hefty purchase price paid for the merger led HUL to record massive goodwill and other intangible assets that had previously not been recorded on GSKCONS financial statements. An investor researching the merger noticed these drastically increased values and wondered how a product company could have such high intangible assets on its balance sheet. What was HUL's strategic motive in the merger? Had it acquired some right-to-use assets from GSKCONS that had led to an increase in other intangible assets? What were the potential sources of value from the merger? Would the merger benefit HUL in the long run?

This case depicts the critical decisions Xingli Dong (Shirley) made during her career transition from a female Ph. D. in engineering to Energy Automation R&D VP of Schneider Electric and sparks a discussion on her next key decision for a career change. In this male-dominated field, she met a barrage of suspicion and setbacks during her growth from a female Ph. D. in engineering to the head of the R&D Center, especially in carrying out an eight-year-long project. Shirley insisted on leading the team with open-mindedness and inclusiveness, making rapid and incremental iterations through trial and error. The successful project delivery earned her the trust of the headquarters and an opportunity to lead the company's global R&D business. The new position, however, required her to balance work and family and manage a global R&D team while working in China. With authentic leadership, she won the trust and recognition of her 300-strong cross-cultural R&D team; with empathy, she managed to close down a site in Poland. Inspired by other excellent female leaders, she continuously reflected on female executives' unique strengths. In October 2021, Schneider Electric organized a 360 Leadership Assessment for senior executives, during which Shirley realized her weaknesses in strategic thinking would put her in a weaker position to exercise leadership in the long run. Shirley began to consider whether she should leverage her existing strengths in her existing role or venture out of her comfort zone to seek new opportunities. However, she had doubts about whether Schneider Electric would support her pivot into an innovation-related role, where she had no particular advantage.

Set immediately after a December 2019 short-seller attack, the case explores Plug Power's long challenging history. It then focuses on two key issues raised in the short-seller report related to lease accounting and stock warrants that Plug purportedly used to boost profits.