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Leadership & Organisations

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published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

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Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part I describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part II describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

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published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

Show details ...

Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part I describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part II describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

Related:

published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Industry: Banking
  • Region: Europe

Show details ...

Abstract:
Read a related Knowledge article "Three Ways to Make Your Organisation Agile" by Maria Guadalupe.

The case describes the transformation of ING Netherlands from a traditional bank with functional hierarchies to an organization that embraces digitalization and ‘Agile’ principles. This means the bank is organized around self-managed teams without traditional managers, empowering employees to make decisions. The case has four parts: Part 1 describes the background, the strategic rationale (digitalization) and how ING went through two transformation phases that laid the groundwork for the overhaul. Part 2 describes the ‘New Way of Working’ at ING: the Agile organizational blueprint adopted and the new roles and rules created. Part 3 focuses on how ING implemented the change and the complementary actions that facilitated the adoption of Agile. Part 4 is a role-play that enables participants to experience the New Way of Working.

Pedagogical Objectives:
To understand how an organization that replaces hierarchy with self-managed teams operates, and how such a change is implemented. The role play (part 4) puts the students in the shoes of people having to operate in this radically new environment with new rules.

Keywords:
Digital Transformation, Agile, Hierarchies, Organizational Change, Empowerment, Engagement, Self-Managed Teams, Managers

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published: 25 Sep 2017

  • Topic: Leadership & Organisations
  • Region: North America

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Abstract:
Frédéric and Fiona Bonner follows the relationship and careers of an investment banker and a tech entrepreneur as their personal and professional lives unfold. It hinges on the dilemma they face ten years into their marriage and with two young children, as job opportunities pull them to different sides of the United States. The case invites students to explore their opinions about Frédéric and Fiona’s life and careers to date, their successes, failures and trade-offs, and their options going forward. By doing so it creates a space for students to reflect on and discuss their experiences and expectations of “managing” the interplay between work, love, and family in their lives. The case challenges students to examine how they define success professionally and personally; how, with, and for whom they make major decisions; whether they can “have it all” and what that might look like.

Pedagogical Objectives:
This case is about the tension between the wish to manage and the risk of being managed by love and work. It is best suited to a course in organisational behaviour or career management. Presenting a scenario that many students will see as a potential dilemma, it allows them to proactively think about the rewards and challenges of dual-career relationships. It is particularly useful to surface students’ definitions and markers of success—for themselves as individuals, for their careers, and for their families—and the implications of those definitions. A successful class discussion will explore relationship, family and career issues from the perspective both of individuals and of the couple. Themes that can be covered include: • What success means personally, relationally and professionally; • The difference between making decisions “in” or “as” a couple; • The interplay of, and boundaries between, love lives and working lives; • Common experiences in dual-career couples: competition, sacrifice, trade-offs and relationship neglect; • Whether it is possible to “have it all” and what “having it all” means. The case discussion can help to normalise experiences and concerns that students may find difficult and enable them to examine the values that impact the way they structure and experience their relationships and careers.

Keywords:
Career Transitions, Dual-Career Couples, Work-Life Balance, Careers, Having-It-All

published: 25 Apr 2017

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Abstract:
The case investigates the role of creative directors in the luxury fashion industry. When in October 2015 Raf Simons quit Christian Dior, industry observers wondered why anyone would voluntarily walk away from such an esteemed fashion house, and who would replace him. Beneath the glamorous veneer, the luxury and fashion industry puts tremendous stress on creative directors. Some crack up (John Galliano), other commit suicide (Alexander McQueen), and many launch proprietary labels.!

Pedagogical Objectives:
After reading and analysing the case, students will be able to
(i) evaluate the role played by creative directors in a luxury fashion house;
(ii) understand the economics of the business and how haute couture drives profitability down and across associated business lines such as ready-to-wear and accessories;
(iii) learn about the growing influence of fast fashion and e-commerce on the fashion calendar that creative directors are expected to live.

Keywords:
Raf Simons, John Galliano, Bernard Arnault, Alexander Mcqueen, Christian Dior, Haute Couture, Creative Director, Luxury Fashion

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published: 29 Mar 2017

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Abstract:
This case illustrates the key role played by a local distributor in the luxury goods industry in the Middle East. By partnering with the Chalhoub Group, western firms have built a competitive advantage across the six countries of the Gulf Cooperation Council (GCC). While not typical of western luxury brands selling to global markets other than the Middle East, their alliances with the Chalhoub Group offer access to a vast network of 650 stores in prime locations in the GCC, many in new shopping malls. Chalhoub has retail outlets in 14 countries in the MENA region. Since its establishment in 1955, the Dubai-based Chalhoub has developed partnerships with Christian Dior, Sephora, Louis Vuitton, Fendi and many others. In so doing it has laid the foundations for the creation of own-concept stores, where it sells its own branded products.

Pedagogical Objectives:
This case can be taught in executive education and elective MBA courses in luxury management. The focus is on the marketing and distribution of personal luxury goods in the Middle East, a region that outperformed the global luxury market until the collapse of oil prices in 2014. The case examines consumer characteristics in the Middle East, the unique business model of the Chalhoub organization, which employs over 12,000 people in the region – including Saudi Arabia where women play a surprisingly big role in its workforce – and its investment in employee training to a degree rarely seen among retail distributors in the West.

Keywords:
Chalhoub, Beauty, Fashion, Ghawali, Level Kids, Katakeet, Wajooh, Level Shoes, Tanagra, Gcc, Wassim Eid, Fadi Jabbour, Tdesign

published: 29 Mar 2017

  • Topic: Leadership & Organisations
  • Industry: Fashion
  • Region: Asia

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Abstract:
Shang Xia is a story of a female entrepreneur whose goal is to open the Chinese luxury-goods market to products proudly made in China. It is the story of a young Chinese designer named Jiang Qiong Er who was convinced that the craft of making luxury goods, which had been deeply rooted in ancient Chinese culture, could be revived by Chinese artisans working to her modern designs. By the sheer force of her convictions, the seasoned CEO of Hermès was won over to her business plan. The story starts in 2007, when Shang Xia was first born in a small workshop in Shanghai, and continues to the present day when the brand is expanding its footprint in other cities in China and the surrounding region. Although Shang Xia has not yet turned a profit since it opened its first boutique in Shanghai in 2010, Hermès is patiently convinced that the value proposition is sound and continues to own a 90% stake in the company.

Pedagogical Objectives:
Shang Xia offers students an exciting opportunity to participate in a brand strategy that is challenging perceptions in the fast-growing personal luxury goods sector in China. The case is designed to encourage students to think about the role that country of origin plays in building brand awareness. While luxury goods are most often associated with Western brands, the case challenges students to dig deeper into leadership as a force for change. Benefiting from her education at a well-known Parisian fashion school, Jiang Qiong Er has developed a vision of reverse innovation that is unlike that of any of her contemporaries. In addition to the important role that leadership plays, students will examine the retail strategy of Shang Xia as it expands from an unknown player on the streets of Shanghai already crowded with established retail networks. As Shang Xia opens new retail spaces on the mainland and in nearby cities off mainland, students can consider in real time whether the founder’s limited resources are being best allocated to build market share. Students who are interested in the personal luxury goods sector in China will find this to be an exceptional case putting them in the shoes of an entrepreneur who shows an incredible appetite for innovation.

Keywords:
Shang Xia, Hermès International, Chinese Luxury Goods, Luxury Goods, Lacquer Silk, Zitan Wood, Guimet Museum, Style, Jiang Qiong Er, Patrick Thomas, Axel Dumas, Guillaume Brochard, Bamboo Teaware, Cashmere Felt

published: 30 Jan 2017

  • Topic: Leadership & Organisations
  • Industry: Health care
  • Region: Europe

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Abstract:
This case describes how Jos de Blok, CEO of Buurtzorg, a non-profit home healthcare provider in Holland, radically overhauled home care delivery in Holland. He believed in giving responsibility back to those who knew the job best: nurses. He created an organization without managers or hierarchy, which put the patient at the centre and was based upon the concept of self-managed teams. Case A introduces the history and problems of home care delivery in the Netherlands, and the solution proposed by de Blok – self-managed teams of nurses. Case (B) describes how he structured the organization and its subsequent performance.

Pedagogical Objectives:
To make the students think about how they would organize a firm based on self-managed teams, without managers or hierarchies. Case A introduces the problem of home care delivery in the Netherlands and ends discussing the goal of de Blok which is to create teams of nurses that are self-managed. After reading Case (A) students should be able to design the broad strokes of an organization that has self-managed teams and the core. That is they should be able to “design” the organization’s incentives, hiring practices, infrastructure of communication across teams, etc.: all the necessary pieces to make this system work. Case (B) describes how de Blok structured the organization and its performance.

Keywords:
Self-Managed Teams, Organizational Structure, Coaching, Healthcare

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published: 30 Jan 2017

  • Topic: Leadership & Organisations
  • Industry: Health care
  • Region: Europe

Show details ...

Abstract:
This case describes how Jos de Blok, CEO of Buurtzorg, a non-profit home healthcare provider in Holland, radically overhauled home care delivery in Holland. He believed in giving responsibility back to those who knew the job best: nurses. He created an organization without managers or hierarchy, which put the patient at the centre and was based upon the concept of self-managed teams. Case A introduces the history and problems of home care delivery in the Netherlands, and the solution proposed by de Blok – self-managed teams of nurses. Case (B) describes how he structured the organization and its subsequent performance.

Pedagogical Objectives:
To makes the student think about how they would organize a firm based on self-managed teams, without managers or hierarchies. Case A introduces the problem of home care delivery in the Netherlands and ends discussing the goal of de Blok which is to create teams of nurses that are self-managed. After reading Case (A) students should be able to design the broad strokes of an organization that has self-managed teams and the core. That is they should be able to “design” the organization’s incentives, hiring practices, infrastructure of communication across teams, etc. : all the necessary pieces to make this system work. Case (B) describes how de Blok structured the organization and its performance.

Keywords:
Self-Managed Teams, Organizational Structure, Coaching, Healthcare

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published: 15 Dec 2016

  • Topic: Leadership & Organisations
  • Industry: Fashion
  • Region: Europe

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Abstract:
WGSN is the world’s largest fashion trend forecasting agency, supplying services to 95% of the Fortune 500 fashion brands. The case examines the global strategy of WGSN, which strives to enrich its robust online platform while adding more physical presence in the markets where it is growing, particularly in North America and Asia. The case examines the role of style in fashion by focusing of the content it provides to fashion designers, buyers, merchandizers and executives. The flagship market for WGSN, the fashion industry, is divided into 14 product categories each of which require a high level of expertise on the part of the firm’s trend analysts. WGSN covers all aspects of the fashion calendar from the collections to the catwalks, from ads to in-store displays. Clients use WGSN’s curated platform to design, buy and price products in line with market trends. The case also examines a gap in WGSN’s global presence, the French market, where local competitors defend their market share with a combination of trend books and online data. A pure player like WGSN faces strong headwinds in this key location.

Pedagogical Objectives:
The case is designed to encourage students to think about the role of style in fashion. Trend forecasting agencies play an increasingly important role for global apparel companies like Inditex (Zara), Nike, Under Armour and many more. Students will examine the users of trend forecasting agencies, including fashion designers, buyer and merchandisers. Creative directors also rely on trend forecasting agencies to shape their strategic choices. With the arrival of big data and quantitative approaches that can better predict trends in the fast-fashion industry, students interested in fashion will find the case a refreshing look at an industry that has grown very quickly.

Keywords:
Wgsn, Trend Books, Trend Forecasting, Fashion House, Catwalks, Collections, Fashion Buyers, Style, Peclers Paris, Lifestyles, Fashion Agencies, Nellyrodi, Fashion Designers, Merchandiser

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