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HBS Case Selections

OpenAI: Idealism Meets Capitalism

• Shikhar Ghosh
• Shweta Bagai

Generative AI and the Future of Work

• Christopher Stanton
• Matt Higgins

Copilot(s): Generative AI at Microsoft and GitHub

• Frank Nagle
• Shane Greenstein
• Maria P. Roche
• Nataliya Langburd Wright
• Sarah Mehta

Innovation at Moog Inc.

• Brian J. Hall
• Ashley V. Whillans
• Davis Heniford
• Dominika Randle
• Caroline Witten

Innovation at Google Ads: The Sales Acceleration and Innovation Labs (SAIL) (A)

• Linda A. Hill
• Emily Tedards

Juan Valdez: Innovation in Caffeination

• Michael I. Norton
• Jeremy Dann

UGG Steps into the Metaverse

• Shunyuan Zhang
• Sharon Joseph
• Sunil Gupta
• Julia Kelley

Metaverse Wars

• David B. Yoffie

Roblox: Virtual Commerce in the Metaverse

• Ayelet Israeli
• Nicole Tempest Keller

Timnit Gebru: "SILENCED No More" on AI Bias and The Harms of Large Language Models

• Tsedal Neeley
• Stefani Ruper

Hugging Face: Serving AI on a Platform

• Kerry Herman
• Sarah Gulick

SmartOne: Building an AI Data Business

• Karim R. Lakhani
• Pippa Tubman Armerding
• Gamze Yucaoglu
• Fares Khrais

Honeywell and the Great Recession (A)

• Sandra J. Sucher
• Susan Winterberg

Target: Responding to the Recession

• Ranjay Gulati
• Catherine Ross
• Richard S. Ruback
• Royce Yudkoff

Hometown Foods: Changing Price Amid Inflation

• Julian De Freitas
• Jeremy Yang
• Das Narayandas

Elon Musk's Big Bets

• Eric Baldwin

Elon Musk: Balancing Purpose and Risk

Tesla's ceo compensation plan.

• Krishna G. Palepu
• John R. Wells
• Gabriel Ellsworth

China Rapid Finance: The Collapse of China's P2P Lending Industry

• William C. Kirby
• Bonnie Yining Cao
• John P. McHugh

Forbidden City: Launching a Craft Beer in China

• Christopher A. Bartlett
• Carole Carlson

Booking.com

• Stefan Thomke
• Daniela Beyersdorfer

Innovation at Uber: The Launch of Express POOL

• Chiara Farronato
• Alan MacCormack

Racial Discrimination on Airbnb (A)

• Michael Luca
• Scott Stern
• Hyunjin Kim

Unilever's Response to the Future of Work

• William R. Kerr
• Emilie Billaud
• Mette Fuglsang Hjortshoej

AT&T, Retraining, and the Workforce of Tomorrow

• Joseph B. Fuller
• Carl Kreitzberg

Leading Change in Talent at L'Oreal

• Lakshmi Ramarajan
• Vincent Dessain
• Emer Moloney
• William W. George
• Andrew N. McLean

Eve Hall: The African American Investment Fund in Milwaukee

• Steven S. Rogers
• Alterrell Mills

United Housing - Otis Gates

• Mercer Cook

The Home Depot: Leadership in Crisis Management

• Herman B. Leonard
• Marc J. Epstein
• Melissa Tritter

The Great East Japan Earthquake (B): Fast Retailing Group's Response

• Hirotaka Takeuchi
• Kenichi Nonomura
• Dena Neuenschwander
• Meghan Ricci
• Kate Schoch
• Sergey Vartanov

Insurer of Last Resort?: The Federal Financial Response to September 11

• David A. Moss
• Sarah Brennan

Under Armour

• Rory McDonald
• Clayton M. Christensen
• Daniel West
• Jonathan E. Palmer
• Tonia Junker

Hunley, Inc.: Casting for Growth

• John A. Quelch
• James T. Kindley

Bitfury: Blockchain for Government

• Mitchell B. Weiss
• Elena Corsi

Deutsche Bank: Pursuing Blockchain Opportunities (A)

• Lynda M. Applegate
• Christoph Muller-Bloch

Maersk: Betting on Blockchain

• Scott Johnson

Yum! Brands

• Jordan Siegel
• Christopher Poliquin

Bharti Airtel in Africa

• Tanya Bijlani

Li & Fung 2012

• F. Warren McFarlan
• Michael Shih-ta Chen
• Keith Chi-ho Wong

Sony and the JK Wedding Dance

• John Deighton
• Leora Kornfeld

United Breaks Guitars

David dao on united airlines.

• Benjamin Edelman
• Jenny Sanford

Marketing Reading: Digital Marketing

• Joseph Davin

Social Strategy at Nike

• Mikolaj Jan Piskorski
• Ryan Johnson

The Tate's Digital Transformation

Social strategy at american express, mellon financial and the bank of new york.

• Carliss Y. Baldwin
• Ryan D. Taliaferro

The Walt Disney Company and Pixar, Inc.: To Acquire or Not to Acquire?

• Juan Alcacer
• David J. Collis

Dow's Bid for Rohm and Haas

• Benjamin C. Esty

Finance Reading: The Mergers and Acquisitions Process

• John Coates

Apple: Privacy vs. Safety? (A)

• Henry W. McGee
• Nien-he Hsieh
• Sarah McAra

Sidewalk Labs: Privacy in a City Built from the Internet Up

• Leslie K. John

Data Breach at Equifax

• Suraj Srinivasan
• Quinn Pitcher
• Jonah S. Goldberg

Apple's Core

• Noam Wasserman

Design Thinking and Innovation at Apple

• Barbara Feinberg

Apple Inc. in 2012

• Penelope Rossano

Iz-Lynn Chan at Far East Organization (Abridged)

• Anthony J. Mayo
• Dana M. Teppert

Barbara Norris: Leading Change in the General Surgery Unit

• Boris Groysberg
• Nitin Nohria
• Deborah Bell

Adobe Systems: Working Towards a "Suite" Release (A)

• David A. Thomas
• Lauren Barley

Home Nursing of North Carolina

Castronics, llc, gemini investors, angie's list: ratings pioneer turns 20.

• Robert J. Dolan

Basecamp: Pricing

• Frank V. Cespedes
• Robb Fitzsimmons

J.C. Penney's "Fair and Square" Pricing Strategy

J.c. penney's 'fair and square' strategy (c): back to the future.

• Jose B. Alvarez

Osaro: Picking the best path

• James Palano
• Bastiane Huang

HubSpot and Motion AI: Chatbot-Enabled CRM

• Thomas Steenburgh

GROW: Using Artificial Intelligence to Screen Human Intelligence

• Ethan S. Bernstein
• Paul D. McKinnon
• Paul Yarabe

Arup: Building the Water Cube

• Robert G. Eccles
• Amy C. Edmondson
• Dilyana Karadzhova

(Re)Building a Global Team: Tariq Khan at Tek

Managing a global team: greg james at sun microsystems, inc. (a).

• Thomas J. DeLong

Organizational Behavior Reading: Leading Global Teams

Ron ventura at mitchell memorial hospital.

• Heide Abelli

Anthony Starks at InSiL Therapeutics (A)

• Gary P. Pisano
• Vicki L. Sato

Wolfgang Keller at Konigsbrau-TAK (A)

• John J. Gabarro

Midland Energy Resources, Inc.: Cost of Capital

• Timothy A. Luehrman
• Joel L. Heilprin

Globalizing the Cost of Capital and Capital Budgeting at AES

• Mihir A. Desai
• Doug Schillinger

Cost of Capital at Ameritrade

• Mark Mitchell
• Erik Stafford

Finance Reading: Cost of Capital

David Neeleman: Flight Path of a Servant Leader (A)

• Matthew D. Breitfelder

Coach Hurley at St. Anthony High School

• Scott A. Snook
• Bradley C. Lawrence

Shapiro Global

• Michael Brookshire
• Monica Haugen
• Michelle Kravetz
• Sarah Sommer

Kathryn McNeil (A)

• Joseph L. Badaracco Jr.
• Jerry Useem

Carol Fishman Cohen: Professional Career Reentry (A)

• Myra M. Hart
• Robin J. Ely
• Susan Wojewoda

Alex Montana at ESH Manufacturing Co.

• Michael Kernish

Michelle Levene (A)

• Tiziana Casciaro
• Victoria W. Winston

John and Andrea Rice: Entrepreneurship and Life

• Howard H. Stevenson
• Janet Kraus
• Shirley M. Spence

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Leadership Case Studies

Here is a sample of three case studies from the book, Leadership Case Studies, that are most instructive and impactful to developing leadership skills.

For the past 30 years, I have conducted seminars and workshops and taught college classes on leadership.

I used a variety of teaching aids including books, articles, case studies, role-plays, and videos.

I recently created a book, Leadership Case Studies that includes some of the case studies and role-plays that I found to be most instructive and impactful.

Here is a sample of three case studies.

Peter Weaver Case Study

Peter Weaver doesn’t like to follow the crowd. He thinks groupthink is a common problem in many organizations. This former director of marketing for a consumer products company believes differences of opinion should be heard and appreciated. As Weaver states, “I have always believed I should speak for what I believe to be true.”

He demonstrated his belief in being direct and candid throughout his career. On one occasion, he was assigned to market Paul’s spaghetti-sauce products. During the brand review, the company president said, “Our spaghetti sauce is losing out to price-cutting competitors. We need to cut our prices!”

Peter found the courage to say he disagreed with the president. He then explained the product line needed more variety and a larger advertising budget. Prices should not be cut. The president accepted Weaver’s reasoning. Later, his supervisor approached him and said, “I wanted to say that, but I just didn’t have the courage to challenge the president.”

On another occasion, the president sent Weaver and 16 other executives to a weeklong seminar on strategic planning. Weaver soon concluded the consultants were off base and going down the wrong path. Between sessions, most of the other executives indicated they didn’t think the consultants were on the right path. The consultants heard about the dissent and dramatically asked participants whether they were in or out. Those who said “Out” had to leave immediately.

As the consultants went around the room, every executive who privately grumbled about the session said “In.” Weaver was fourth from last. When it was his turn, he said “Out” and left the room.

All leaders spend time in reflection and self-examination to identify what they truly believe and value. Their beliefs are tested and fine-tuned over time. True leaders can tell you, without hesitation, what they believe and why. They don’t need a teleprompter to remind them of their core beliefs. And, they find the courage to speak up even when they know others will disagree.

• What leadership traits did Weaver exhibit?
• If you were in Weaver’s shoes, what would you have done?
• Where does courage come from?
• List your three most important values.

Dealing with a Crisis Case Study

Assume you are the VP of Sales and Marketing for a large insurance company. Once a year your company rewards and recognizes the top 100 sales agents by taking them to a luxury resort for a four-day conference. Business presentation meetings are held during the morning. Afternoons are free time. Agents and spouses can choose from an assortment of activities including golf, tennis, boating, fishing, shopping, swimming, etc.

On day 2 at 3:00 p.m., you are at the gym working out on the treadmill, when you see Sue your administrative assistant rushing towards you. She says, “I need to talk to you immediately.”

You get off the treadmill and say, “What’s up?” Sue states, “We’ve had a tragedy. Several agents went boating and swimming at the lake. Randy, our agent from California died while swimming.”

(Background information – Randy is 28 years old. His wife did not come on the trip. She is home in California with their three children).

• Explain what you would communicate to the following people.
• Your Human Resources Department
• The local police
• The attendees at the conference (Would you continue the conference?)
• How will you notify Randy’s wife?
• If Randy’s wife and a few family members want to visit the location of Randy’s death, what would you do?
• What are some “guiding principles” that leaders need to follow in a crisis situation?

 Arsenic and Old Lace Case Study

Review the YouTube video, “ I’ll show them who is boss Arsenic and Old Lace.”   

Background Information

The Vernon Road Bleaching and Dyeing Company is a British lace dyeing business. It was purchased in bankruptcy by the father/son team of Henry and Richard Chaplin. Richard has been acting as “Managing Director” which is the same as a general manager or president of a company.

The company has had 50-to-150 employees with 35-to-100 being shop floor, production employees. The company produces and sells various dyed fabrics to the garment industry.

Gerry Robinson is a consultant who was asked to help transform methods of conducting business to save the company.

Jeff is the factory manager.

• What are Richard’s strengths and weaknesses as a leader?
• What could Richard have done to make the problems of quality and unhappy customers more visible to the workforce?
• What do you think Richard’s top three priorities should be for the next 12 months?
• What could Richard have done to motivate the workforce?
• Evaluate Jeff’s approach and effectiveness as a leader.

The book contains 16 case studies, four role-plays, and six articles. I hope you find some of the content useful and helpful in your efforts to teach leadership.

Click for additional leadership case studies and resources .

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The Ethical Leadership Case Study Collection

The Ted Rogers Leadership Centre’s Case Collection, developed in collaboration with experienced teaching faculty, seasoned executives, and alumni, provides instructors with real-life decision-making scenarios to help hone students’ critical-thinking skills and their understanding of what good leaders do. They will be able to leverage the theories, models, and processes being advanced. Students come to understand that workplace dilemmas are rarely black and white, but require them to think through and address competing claims and circumstances. Crucially, they also appreciate how they can, as new leaders and middle managers, improve decisions by creating realistic action plans based on sound stakeholder analysis and communication principles. These case studies are offered free of charge to all instructors.

Cases come in both long and short forms. The long cases provide instructors with tools for delving deeply into subjects related to a variety of decision making and organizational development issues. The short cases, or “minis,” are quick in-class exercises in leadership.

For both the long cases and the minis, teaching-method notes are provided, which include not only recommended in-class facilitation methods, but also grading rubrics, references, and student feedback.

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Top 40 Most Popular Case Studies of 2021

Two cases about Hertz claimed top spots in 2021's Top 40 Most Popular Case Studies

Two cases on the uses of debt and equity at Hertz claimed top spots in the CRDT’s (Case Research and Development Team) 2021 top 40 review of cases.

Hertz (A) took the top spot. The case details the financial structure of the rental car company through the end of 2019. Hertz (B), which ranked third in CRDT’s list, describes the company’s struggles during the early part of the COVID pandemic and its eventual need to enter Chapter 11 bankruptcy. 

The success of the Hertz cases was unprecedented for the top 40 list. Usually, cases take a number of years to gain popularity, but the Hertz cases claimed top spots in their first year of release. Hertz (A) also became the first ‘cooked’ case to top the annual review, as all of the other winners had been web-based ‘raw’ cases.

Besides introducing students to the complicated financing required to maintain an enormous fleet of cars, the Hertz cases also expanded the diversity of case protagonists. Kathyrn Marinello was the CEO of Hertz during this period and the CFO, Jamere Jackson is black.

Sandwiched between the two Hertz cases, Coffee 2016, a perennial best seller, finished second. “Glory, Glory, Man United!” a case about an English football team’s IPO made a surprise move to number four.  Cases on search fund boards, the future of malls,  Norway’s Sovereign Wealth fund, Prodigy Finance, the Mayo Clinic, and Cadbury rounded out the top ten.

Other year-end data for 2021 showed:

• Online “raw” case usage remained steady as compared to 2020 with over 35K users from 170 countries and all 50 U.S. states interacting with 196 cases.
• Fifty four percent of raw case users came from outside the U.S..
• The Yale School of Management (SOM) case study directory pages received over 160K page views from 177 countries with approximately a third originating in India followed by the U.S. and the Philippines.
• Twenty-six of the cases in the list are raw cases.
• A third of the cases feature a woman protagonist.
• Orders for Yale SOM case studies increased by almost 50% compared to 2020.
• The top 40 cases were supervised by 19 different Yale SOM faculty members, several supervising multiple cases.

CRDT compiled the Top 40 list by combining data from its case store, Google Analytics, and other measures of interest and adoption.

All of this year’s Top 40 cases are available for purchase from the Yale Management Media store .

And the Top 40 cases studies of 2021 are:

1.   Hertz Global Holdings (A): Uses of Debt and Equity

2.   Coffee 2016

3.   Hertz Global Holdings (B): Uses of Debt and Equity 2020

4.   Glory, Glory Man United!

5.   Search Fund Company Boards: How CEOs Can Build Boards to Help Them Thrive

6.   The Future of Malls: Was Decline Inevitable?

7.   Strategy for Norway's Pension Fund Global

8.   Prodigy Finance

9.   Design at Mayo

10. Cadbury

11. City Hospital Emergency Room

13. Volkswagen

14. Marina Bay Sands

15. Shake Shack IPO

16. Mastercard

17. Netflix

18. Ant Financial

19. AXA: Creating the New CR Metrics

20. IBM Corporate Service Corps

21. Business Leadership in South Africa's 1994 Reforms

22. Alternative Meat Industry

23. Children's Premier

24. Khalil Tawil and Umi (A)

25. Palm Oil 2016

26. Teach For All: Designing a Global Network

27. What's Next? Search Fund Entrepreneurs Reflect on Life After Exit

28. Searching for a Search Fund Structure: A Student Takes a Tour of Various Options

30. Project Sammaan

31. Commonfund ESG

32. Polaroid

33. Connecticut Green Bank 2018: After the Raid

34. FieldFresh Foods

35. The Alibaba Group

36. 360 State Street: Real Options

37. Herman Miller

38. AgBiome

39. Nathan Cummings Foundation

40. Toyota 2010

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How To Write A Leadership Case Study (Sample) 

Table of Contents

Writing a case study isn’t as straightforward as writing essays. But it has proven to be an effective way of teaching complex topics, even in organizations. Want to know how to write a leadership case study ? That’s not surprising. Leadership is a dynamic topic. Hence, a case study simplifies the analysis of various leadership techniques and complexities. Since you’ve got to learn how to write one, let’s talk leadership case studies .

What Is a Case Study?

A case study is a research method that analyzes an in-depth, detailed look at a particular situation or event . It may involve examining specific events or contexts in detail and considering their implications for similar events. A case study may require gathering information from multiple sources, like interviews or observations, to understand the context of a problem or phenomenon. The research results help you develop insights and an understanding of how individual experiences fit into the broader framework of their environment. Case studies are commonly used in business research, social science, education, psychology, and health sciences.

Benefits Of Case Study In Leadership

Case reports are time-consuming and tiring. But is it worth the stress? What are the benefits of the case study? Case studies in leadership can be highly beneficial, offering invaluable lessons and insights into becoming an effective leader. They provide a practical approach to understanding the complexities of real-world leadership experiences. Here are some of the benefits that case study in leadership provides: 1) Increased knowledge – By examining specific examples from history or current events, leaders can gain new perspectives on various leadership styles. 2) Improved decision-making – Case studies allow for critical analysis of existing data. It also covers potential future scenarios, which helps leaders make more informed decisions. 3) Greater self-awareness – Examining other leaders’ successes and failures gives insight into our values, beliefs, and biases, leading to better self-knowledge and development. 4) Enhanced problem-solving skills – Studying successful strategies used by other leaders provides ideas and frameworks for dealing with similar challenges in the future. 5) Increased collaboration – Through discussions surrounding case studies, team members can develop a greater understanding of each others’ viewpoints and work together more effectively.

How To Write A Leadership Case Study

A leadership case study effectively shares real-life leadership success or failure. To write such a study, one should include inspiring and educational details for readers. Begin by researching the subject thoroughly to ensure accuracy in facts and figures. Then, craft the narrative around this data, adding a personal flair with anecdotes and quotes from those who have worked directly with the subject. Emphasize key points with relevant examples and create impactful transitions between ideas. Finally, consider providing insight into possible lessons learned from the experience to help others facing similar challenges.

Leadership Case Study Example

Kiara, a tech executive at a startup, is an exemplary leader. She has been in her position for over two years and continues to be successful despite the challenges of managing a rapidly growing team. Kiara’s leadership style is based on empathy and trust-building. Her primary focus is creating an environment where each person can reach their fullest potential and feel supported by their colleagues. Kiara frequently facilitates meetings with open dialogue and encourages her team to voice their opinions without fear of judgment. She also emphasizes direct communication whenever possible so that everyone knows what is expected of them and feels connected to one another. Kiara puts forth additional effort when it comes to decision-making. Before any significant changes or initiatives are implemented, she thoroughly researches and solicits feedback from other leaders. She also consults experts within the company. This ensures that choices are well thought out and align with the organization’s mission. Kiara seeks regular employee feedback to continue fostering a healthy work culture. She holds weekly “check-ins” with individuals and teams to address issues as they arise. Ultimately she creates a congenial working atmosphere for all. Kiara exemplifies authentic leadership – putting the needs of her team before her own. She takes calculated risks, trusts her gut intuition, and communicates effectively with those around her. Through these actions, she demonstrates excellent tenacity and selflessness while pushing her team toward success. This case study highlights the importance of feedback and seeking quality counsel to make appropriate decisions for your organization. It shows that leaders who are willing to put more effort into communication can find ways to thrive even under challenging circumstances.

Final Words

A good leadership case study should be an engaging read. It’s crucial to present your expertise in clear language that is easy for readers to follow. Include real examples of successes or failures when possible, as this adds substance to your writing. Draw inspiration from the sample in this article to learn how to write a leadership case study . Or use INK’s Command Mode to craft a personalized case study!

Abir Ghenaiet

Abir is a data analyst and researcher. Among her interests are artificial intelligence, machine learning, and natural language processing. As a humanitarian and educator, she actively supports women in tech and promotes diversity.

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Analytics transformation in wealth management

The wealth management industry is typically seen as embodying old-fashioned values and providing discrete, tailored services. These attributes remain valuable parts of the business, but for many clients, they are no longer sufficient. In a highly connected world, people want faster and more convenient offerings and a cutting-edge digital experience. Amid rising competition, established wealth managers need to keep pace with new offerings as they retain the values that set them apart.

About the authors

This article is a collaborative effort by Anutosh Banerjee , Fumiaki Katsuki , Vishal Kaushik, Aditya Saxena, Sanchit Suneja, and Renny Thomas .

Wealth managers are unlikely to be able to serve modern clients effectively without a digitized operating model. This will support advisory and non-advisory activities and service everchanging investment preferences. Some leading managers are building modular data and IT architectures, which enable smart decision-making, personalization at scale, and more extensive product offerings. 1 For an in-depth look at how some of these elements are being developed in an overall banking context, see our collection “ Building the AI bank of the future ,” May 2021, mckinsey.com. The changes are also helping them meet their regulatory obligations, boosting the productivity of relationship managers (RMs), and lifting compressed margins.

For wealth managers interested in pursuing these benefits, this article lays out the potential of deploying advanced analytics and offers a playbook of measures that wealth managers should consider including in a digital transformation.

The case for advanced analytics

Meeting the needs of today’s customers requires a business model that is at the same time efficient and adaptable to individual clients. Wealth managers are finding success with two approaches:

• Serve clients across the wealth continuum on a flat-fee advisory basis. Instead of the still-prevalent product-focused model, wealth managers need to build in pricing flexibility aligned to clients’ needs at every stage of their lives. An increasingly common pricing model is for clients to negotiate a flat fee based on the value of their investments. To maintain revenues with this model, wealth managers need to create new efficiencies and ensure RMs are more productive, which means spending more time with clients.
• Embrace personalization aligned to client life stages and goals. Today’s customers are increasingly dissatisfied with a one-size-fits-all service model, so wealth managers should consider transitioning to needs-based personalization. This requires RMs to get comfortable with a wider range of solutions, from the simplest products to complex higher-yielding investments (private markets, venture capital, pre-IPO, and structured products). In addition, RMs must be equipped to help clients make complex investment decisions, supported by analytics.

In today’s context, each of these goals is achievable only with advanced capabilities in data and analytics, especially targeting relationship management.

Focus on relationship management

Modernization can be game changing when it targets the role of RMs. Based on conversations with industry participants, we estimate that RMs typically spend 60 to 70 percent of their time on non-revenue-generating activities, amid rising regulatory and compliance obligations (Exhibit 1). One reason is that most still work with legacy IT systems or even spreadsheets. As clients demand more engagement and remote channel options, that needs to change.

A few leading wealth managers are using technology to provide RMs with the tools to serve clients more efficiently and effectively. Some have taken a zero-based approach, rebuilding their tech stacks and embracing advanced analytics to inform more personalized services. By providing targeted solutions, these firms have been able to boost revenues and reduce operational costs.

Clear benefits of being more client focused

The benefits of digitization are relevant in most markets, but the potential to leverage digitization to achieve a significant performance uplift is especially great in regions where wealth managers have not yet seized the opportunity. In Asia, for example, many wealth managers still need to fully embrace digital ways of working (Exhibit 2). We estimate that IT-based transformations could create some $40 billion to $45 billion of incremental value for wealth managers serving high-net-worth individuals in Asia, equating to roughly 25 basis points on a wealth pool of $17 trillion. 2 Wealth management penetration in the region is 35 to 40 percent, but for the purposes of the calculation, we assume 100 percent of high-networth individuals’ personal financial assets (investable assets of more than $1 million).

Would you like to learn more about our Financial Services Practice ?

Drilling down in the potential gains from data and analytics, we see benefits in three key areas: acquisition and onboarding, engagement and deepening of client relationships, and servicing and retention.

Acquisition and onboarding. Basic acquisition and onboarding applications include client discovery, risk profiling, account opening, and onboarding. RMs and investment teams can use analytics for lead generation, share-of-wallet modeling, and automated proposals. There are also multiple applications in investment management, risk, and compliance, including social-profile checking, anti-money-laundering and know your customer, and fraud protection.

How analytics creates sustainable impact: Two examples from Asia

One leading Asian wealth manager deployed an analytics-led program to produce granular client insights that enabled it to offer responsive, timely, and personalized services to client microsegments. The bank leveraged personalization at scale to boost assets under management by 30 to 40 percent per client in six to eight months.

A second wealth manager created the position of chief investment officer to inform a bankwide view of asset classes and geographies. The CIO used analytics to link product selection to the “house view,” ensuring consistency across model portfolios.

Engagement and deepening. Client-focused applications include personalized research, portfolio management, and notifications. RMs and investment teams can implement client clustering, propensity modeling, recommendation engines, and digital performance management (see sidebar “How analytics creates sustainable impact: Two examples from Asia”). In investment management, risk, and compliance, there are opportunities to de-bias investment decisions, data analysis, and trade execution.

Servicing and retention. Client-related applications include portfolio simulations and optimization, as well as self-execution of trades. RMs can leverage applications such as churn predictors and work planners, while investment management, risk, and compliance can scale up portfolio planning and trade surveillance.

A playbook for analytics-driven wealth management

Early success stories are encouraging, but they are the exception rather than the rule. More often, firms have started the transformation journey but have faltered along the way. Common reasons include a lack of ownership at senior levels and budgetary or strategic restraints that prevent project teams from executing effectively.

The challenges of transforming service models are significant but not insurmountable. Indeed, as analytics use cases become more pervasive, implementation at scale becomes more achievable. In the following paragraphs, we present five ingredients of an analytics-based transformation (Exhibit 3). These can be supported by strong leadership, a rigorous focus on outcomes, and a willingness to embrace new ways of working. Indeed, managers who execute effectively will get ahead of the competition and be much more adept in meeting client needs.

Set a leadership vision

Analytics-driven transformations are often restricted to narrow silos occupied by a few committed experts. As a result, applications fail to pick up enough momentum to make a real difference to performance. Conversely, if support for change programs comes from the top and is guided by an outcomes-driven approach, the business can break away from entrenched operating norms and reset for structural change. With that in mind, executive teams should communicate a vision that can be cascaded through the business. They should also create a safe environment, or sandbox, for business lines to experiment before scaling.

Plot the change journey

Wealth managers have applied advanced analytics to achieving different objectives. Some have found that the application of advanced analytics to business problems delivers significant value and enables them to make better decisions faster and more consistently. Others are using data and advanced analytics to improve sales and marketing, inform investment decision-making, and boost RM productivity.

Any plan for data-driven change must fit the organization’s business model. Implementation will vary based on the technical feasibility, data accuracy and accessibility, time to impact, scalability, and availability of funds. The first few use cases will set the mood and direction, so careful thought is required ahead of action.

One common impediment to scaling is the lack of a single metric to describe impact, which makes it hard for tech teams to communicate benefits. Still, there are workarounds. Financial key performance indicators (KPIs) can show flows across key mandates or volumes of advisory, rather than execution-driven assets under management. Nonfinancial metrics can focus on cross-sell ratios, increased client retention, number of RMs trained, or adoption rates for solutions. Other helpful evaluations include customer satisfaction scores, new trust-based RM-client relationships, time to market, and cultural shifts. Progress on these measures will boost organizational conviction that transformation is beneficial.

The value of personal advice: Wealth management through the pandemic

Build a strong foundation, leading with technology.

Data and technology together form the backbone that supports analytics-led transformation. A strong analytics backbone requires a rigorous standard of data management, coupled with informed decisions about the IT applications and systems to employ.

A digital approach to client-centric servicing

A leading bank created a digital and analytics-powered application that ingests internal and external data points, enabling it to identify “hidden affluence” among its clients.

Another bank combined demographic data with information from client conversations to generate real-time product recommendations and facilitate cross-selling. To continuously train the recommendation engine, the bank built a central data lake—consolidated, centralized storage for raw, unstructured, semistructured, and structured data from multiple sources—so the system has an ever-growing set of data to work from. It then pushed product recommendations through multiple client channels.

A leading investment bank continuously scrapes more than 2,000 financial news sources and more than 800 blogs, stock message sites, and social-media platforms. This exercise helped to enrich the data used by the analytics engine to assess sentiment and inform insights on stocks, bonds, commodities, countries, currencies, and cryptocurrencies.

Wealth managers are routinely in touch with their clients offline. These interactions elicit significant information about client preferences and requirements, but the information is often stored on paper or in RMs’ heads. To mine this knowledge fully, wealth managers must capture it digitally and convert it into a structured format that can be processed to create insights and personalized services (see sidebar “A digital approach to client-centric servicing”). In doing so, they need to put systems in place to ingest, store, and organize the data in line with regulatory obligations while ensuring the data are accurate, available, and accessible.

On the technology side, some leading wealth managers use natural-language processing to analyze text and voice data and identify personalized triggers and insights. Others are building feedback loops across channels to train artificial intelligence algorithms. Technologies can also be applied to processes: robotic process automation, for example, can replace routine manual labor and mental processing in regulatory compliance, risk assessment, reporting, and query management.

Deployment of data-driven decision-making requires scalable, adaptable, and resilient core technology components—a unified data and technology stack that connects across IT activities. 3 Sven Blumberg, Rich Isenberg, Dave Kerr, Milan Mitra, and Renny Thomas, “ Beyond digital transformations: Modernizing core technology for the AI bank of the future ,” April 2021, McKinsey.com. This will enable managers to adopt a tech-first approach to designing customer journeys.

In building data and IT architecture, wealth managers require a basic tool kit with four key components:

• a rationalized IT stack to create a common front-and back-end platform and a unified resource for mobile and web applications
• a scalable data platform with modular data pipelines and application-programming-interface (API)-based microservices for building and deploying analytics solutions at scale
• a semi-autonomous lab environment to enable experimentation, coupled with an at-scale factory environment for production of analytics solutions
• a highly scalable distributed network on the cloud to respond to variable demand for data storage and processing

In parallel to assembling these components, banks must consolidate data from across geographies and business lines. This will enable analysts to elicit insights based on the maximum amount of information. Some leading players first experiment in a sandbox environment and work with external partners to acquire the necessary skills, after which they scale up incrementally.

Build the team and prioritize change management

It is not easy to scale and sustain analytics impact. Organizational silos and cultural resistance are common inhibiting factors, while the vital role that RMs play in forming and maintaining relationships must be adapted to the new environment. Indeed, RMs must be front and center of the transformation process. For this, organizations need effective team building and change management.

Team building. A productive approach to team building is to create cross-functional squads with a range of talents (Exhibit 4). Product owners and designers should be responsible for ensuring that the team meets the needs of its clients (RMs or end clients) and stays focused on delivering value. Data scientists and data engineers implement use cases and check that insights are generated as data are ingested—a minimal-viable-product (MVP) approach. IT architects and software engineers, meanwhile, build the slick interfaces and back-end systems that deliver insights to clients across channels.

How three Asian wealth managers engaged clients and boosted RM productivity

A leading private bank deployed machine learning to generate next-best conversation ideas. It built propensity models and analyzed customer clusters to identify anchor clients and learn from transaction patterns.

Another private bank built a digital workbench that enables RMs to serve clients via a single platform. The workbench was integrated with a centrally hosted recommendation engine that provides personalized recommendations based on life events and transaction data.

A third private bank used explanatory and predictive modeling to identify “moments of truth.” These informed RM coverage and outreach strategy, which helped the bank develop initiatives to support growth and focus RMs on high-value activities.

A core objective should be to explore analytics and AI use cases that boost RM productivity (see sidebar “How three Asian wealth managers engaged clients and boosted RM productivity”). To that end, the squad should embed business and channel management teams so that ideas are aligned with RM client services. Several firms have found that involving RMs and other domain experts in squads leads to significant improvements in data interpretation and modeling.

In many cases, assembling productive squads will require new talent. In particular, banks will need data scientists to be responsible for building analytics software and data engineers to scope and build data pipelines and data architecture. Translators, who act as conduits between the business and technology teams, will be critical for ensuring that squads understand business needs. Finally, squads need IT skill sets to ensure that analytics and digital solutions are compatible with core data and technology stacks.

The best approach to talent acquisition is to take baby steps: get one squad right, foster RM adoption, and then gradually expand capabilities as use cases multiply and are scaled up. Some of the required skill sets are in high demand, so outsourcing may be a realistic early option. In the longer term, however, it makes sense to build internally.

Change management. Relationship managers should be encouraged to embrace analytics and convinced that new applications lead to better services and higher levels of performance. Change management strategies can help. Examples include creating teams of “influencers,” running capability-building sessions, developing change narratives that generate widespread excitement, redefining roles, and aligning performance with financial or nonfinancial awards.

Institutionalize new ways of working

Analytics-driven transformation at scale should be predicated on collaboration, team self-steering, and an iterative approach to problem-solving—elements of the so-called agile approach, which originated in software development. In running agile sprints, it pays to keep business needs in sight, accepting that failure is part of the process. Two-week sprints are usually sufficient to get pilots up and running, and the aim should be to produce an MVP with every sprint.

Wealth managers can apply these basic principles via four process disciplines:

• Inspect and adapt. Daily check-ins will ensure that teams identify roadblocks, such as product backlogs, and maintain their focus on goals.
• Engage end users. Sprint reviews with end users, stakeholders, and sponsors enable teams to gather feedback and bake in recommendations.
• Embed a sense of unity and purpose. Teams should hold retrospectives to incorporate learnings.
• Institutionalize support infrastructure. Agile tooling (for example, Confluence, Jira, and Zeplin) will facilitate experimentation and support remote working where necessary.

Organizations using agile operating models must embrace flexible learning. This is a departure from traditional waterfall-based approaches, in which decision-making occurs at the beginning of each project. In agile, capability building and a relentless focus on change management will be vital elements of optimizing the program. To cement the relationship between innovation and growth, leading firms also assign KPIs to application rollouts, and they reward decision makers based on the value created.

Most wealth managers would say they have already embarked on an analytics journey; many have begun deploying digital applications in various aspects of their businesses. Often, however, the whole system is less than the sum of its parts, and people remain attached to established ways of working. To make a leap forward, wealth managers should commit to bold agendas that will support the scaling up of analytics-driven approaches.

Anutosh Banerjee is a partner in McKinsey’s Singapore office, where Vishal Kaushik and Aditya Saxena are associate partners; Fumiaki Katsuki is a partner in the Hanoi office; and Sanchit Suneja is an associate partner in the Mumbai office, where Renny Thomas is a senior partner.

The authors wish to thank Tiffany Kwok and Charu Singhal for their contributions to this article.

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Building the AI bank of the future

Asia wealth management post-COVID-19: Adapting and thriving in an uncertain world

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Improving medical leadership in India and England

Professor Julie Davies (UCL Faculty of Population Health Sciences) used UCL-AIIMS Strategic Partner Funds to understand and improve leadership training for medics in India and England.

30 April 2024

The process and training for people to take on leadership positions in hospitals and other medical settings vary across the world. However, it is widely felt that there isn’t enough medical leadership development and support provided. The COVID-19 pandemic in particular put a spotlight on the need for well-supported leaders in healthcare. Many doctors stepped up into leadership positions and formal or informal roles during the pandemic, but stepped down again afterwards due to being stressed, overworked, and to help reduce waiting lists. There is also a low proportion of women in medical leadership roles, further highlighting a need for more training and support to achieve better gender equality.

In response to this, Professor Julie Davies applied for UCL-AIIMS Strategic Partner Funds with Dr Kamal Gulati from the All India Institute of Medical Science (AIIMS), New Delhi, to study medical leadership in India and England in greater depth. Together with local Chevening funding subsequently awarded in 2023, the team was able to enhance their understanding of the realities of medical leadership.

How do you develop great medical leaders?

“In India, mostly male doctors are in hospital leadership positions such as Director, CEO, or Medical Superintendent, but often without having any formal leadership training beforehand,” Julie explained. “In the UK, we have an NHS graduate management trainee scheme, which is for non-medics to become managers. Neither system is optimal. There is an argument that it's useful to have physicians and other clinicians with MBAs or leadership skills and training running healthcare organisations, and we now have an MBA Health programme at UCL. But I'm quite interested to know what kind of leadership development most people currently get. Through this study, we found it was very little.”

Calling the project Enabling Medical Leadership in India and England’ (EMLIE) , the team generated new datasets about these issues, based on 60 one-to-one qualitative interviews. They also ran four workshops with 120 attendees from India and England to find out more about what works in terms of leadership training and development in healthcare contexts. They looked at the key challenges to effective leadership development and discussed the role of mentorship. Some UCL MBA Health students have subsequently become involved in mentoring clinicians in India through a LinkedIn group.

One key finding of this work was the lack of women in medical leadership positions. “In India, only about 18% of women are in leadership roles in healthcare,” Julie said. “We found huge outliers in some specialisms too. Less than 1% of spine surgeons in India are women, and in the UK, less than a quarter of trainees in orthopaedics are women.”

The team is recommending that medics at all levels, from undergraduate to consultant level, should have formal leadership development throughout medical school and beyond. In the UK, some medics interviewed for the study only did a half-day leadership development workshop before applying for a consultant role, which the team says is not enough.

Julie and her collaborators also advocate for better gender equality reporting, women-only development programmes, mentoring, flexible working and family-friendly policies, which will be key to improving medical leadership.

Professor Julie Davies and Dr Kamal Gulati (bottom row, far right) alongside colleagues involved in the project. 

Further steps to improve medical leadership

Given the success of the work done so far, Julie is continuing to collaborate with her counterparts in India. They are mentoring female and male medics in India, including at a new hospital in AIIMS Jammu which has strong links with the Indian Institute of Management Jammu and the Indian Institute of Technology Jammu. This is opening up further opportunities for collaboration.

They are also analysing the gender demographics of physicians in academic medicine at different levels in India. Additionally, the team published a paper in BMJ Leader on the project, and in March 2024 they hosted a session for International Women’s Day about career crafting and flexible working.

The team is currently gathering some positive stories about medical career development and leadership for another academic paper. Although both India and England have a “long way to go” according to Julie, both countries are also making gradual progress in gender equality in the medical profession. The pandemic even helped women in both countries with their careers, as there are some stories of female medics being able to take on more shift work after their partners began working from home, which helped with childcare issues.

“People are having some really interesting conversations about what it’s like to be a medic in different places,” Julie said. “This funding has enabled us to get an in-person understanding about the cultures and contexts in different countries. And we’ve built up a community of collaborators that has gone beyond the scope of the original project proposal. I’d never thought of doing research in India before and I had never visited the country before this. It’s really exciting, especially with projections that India will become the world’s third-largest economy by 2027.”

• UCL Strategic Partner Funds
• Professor Julie Davies
• BMJ Leader: Enabling medical leadership in India and England: A comparative study – EMLIE
• The Lancet: Addressing leadership competency gaps and gender disparities in India’s medical workforce: a call to action
• BMJ Leader: Striving for equity: exploring gender-inclusive medical leadership in India
• LSE: Where are the Women Medical Leaders in India? 
• New Thinking: India Must Address Leadership Competency Gaps and Gender Inequalities in the Medical Workforce
• NIKKEI Asia: Women in India have a key role to play in health care leadership
• YouTube: AIIMS New Delhi-UCL Medical Leadership Development Research Project

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Credit: iStock / skynesher

The fishy death of Red Lobster

Endless Shrimp didn't sink the seafood chain. Wall Street did.

With the chain on the verge of bankruptcy, it has become abundantly clear that Red Lobster letting customers eat all the shrimp their hearts desire was not a great business idea . It's also not the reason the restaurant is in a deep financial mess .

In mid-April, Bloomberg reported the debt-laden seafood chain and home of beloved cheddar biscuits was considering filing for Chapter 11 bankruptcy protection. Red Lobster is being bogged down by increased labor costs and expensive leases on its restaurants. Some observers were quick to blame the financial woes on its decision last year to make its "Endless Shrimp" promotion, which used to be an occasional, limited-time offering, permanent. The move was not a smart one. While Red Lobster increased traffic somewhat, people coming in to chow down on all-you-can-eat shrimp was a money bleeder. The company blamed Endless Shrimp for its $11 million losses in the third quarter of 2023, and in the fourth quarter, the picture got even worse, with the restaurant chain seeing $12.5 million in operating losses.

But the story about what's gone wrong with Red Lobster is much more complicated than a bunch of stoners pigging out on shrimp (and, later, lobster ) en masse. The brand has been plagued by various problems — waning customer interest, constant leadership turnover, and, as has become a common tale, private equity's meddling in the business.

"If anything, the Endless Shrimp deals are probably as much a symbol of just either desperation or poor management or both," Jonathan Maze, the editor in chief of Restaurant Business Magazine, said.

Red Lobster first opened in Lakeland, Florida, in 1968 and was acquired by the food conglomerate General Mills in 1970. General Mills then spun the chain off in 1995 along with the rest of its restaurant division, which also included Olive Garden, as Darden Restaurants. In 2014, amid flagging sales and pressure from investors, Darden sold Red Lobster for $2.1 billion to Golden Gate Capital, a San Francisco private-equity firm.

If anything, the Endless Shrimp deals are probably as much a symbol of just either desperation or poor management or both.

To raise enough cash to make the deal happen, Golden Gate sold off Red Lobster's real estate to another entity — in this case, a company called American Realty Capital Properties — and then immediately leased the restaurants back. The next year, Red Lobster bought back some sites, but many of its restaurants were suddenly strapped with added rent expenses. Even if Darden had kept Red Lobster, it's not clear it would have taken a different route: A press release from the time says it had contacted buyers to explore such a transaction. But in Maze's view, the sale of the real estate was sort of an original sin for Red Lobster's current troubles. He compared it to throwing out a spare parachute — chances are, you'll be OK, but if the first parachute fails, you're in deep trouble.

"The thing that private equity does is just unload assets and monetize assets. And so they effectively paid for the purchase of Red Lobster by selling the real estate," he said. "It'll probably be fine, generally, but there's going to come a time in which your sales fall, your profitability is challenged, and your debt looks too bad, and then suddenly those leases are going to look awfully ugly."

That time, according to recent reporting, is now. With struggling sales and operational losses, the leases are an added headache that is helping push the company to the brink, though bankruptcy may help Red Lobster get some wiggle room on them.

Eileen Appelbaum, a codirector of the Center for Economic and Policy Research, a progressive think tank, and a longtime private-equity critic, said in 2014 that private equity wouldn't be the solution to Red Lobster's ills. She isn't surprised about how this is all turning out.

"Once they sell the real estate, then the private-equity company is golden, and they've made their money back and probably more than what they paid," she said, noting that this was a common theme in other restaurants and retailers and adding: "The retail apocalypse is all about having your real estate sold out from under you so that you have to pay the rent in good times and in bad."

After the real estate move, Golden Gate sold 25% of the company in 2016 to Thai Union, a Thailand seafood company, for $575 million and unloaded the rest of the company to an investor group called the Seafood Alliance, of which Thai Union was a part, in 2020. Golden Gate likely came out ahead, but the same can't be said for Thai Union, which also controls the Chicken of the Sea brand. It is now looking to get out of its stake in Red Lobster and took a one-time charge of $530 million on its investment in the fourth quarter of last year. In 2021, Red Lobster refinanced its debt, with one of its new lenders being Fortress Investment Group, an investment-management group and private-equity firm. According to Bloomberg, it's one of the "key lenders" involved in debt negotiations now.

Beyond the pandemic-related troubles that hit restaurants across the country , analysts and experts say that Red Lobster's particular problems are attributable to a mix of poor brand positioning and unstable leadership. The seafood-restaurant business is a tough one in the US, and people who are hankering for lobster or fish are increasingly going to steak houses that offer those options, said Darren Tristano, the CEO and founder of Foodservice Results, a food-industry consultancy.

"What's truly happened with Red Lobster is that the consumer base has changed and Red Lobster hasn't," he said. "Red Lobster isn't losing to a competitor in their space — they're losing to competitors outside their space."

John Gordon, a restaurant analyst in San Diego, said Red Lobster had been on the decline for 20 years but that it didn't "fall on the knife" until Thai Union got it. "They were totally unprepared to hold a casual-dining restaurant," he said. Kim Lopdrup, Red Lobster's longtime CEO, retired in 2021, and since then, the restaurant hasn't had much in the way of stable leadership. His successor resigned after only a matter of months, and the role remained vacant for more than a year before someone else was appointed. He's left, too, and now Jonathan Tibus, an expert in restructuring, is at the helm.

"One of the problems is that Thai Union just had no credibility in terms of recruiting a new CEO," Gordon said.

Essentially, Red Lobster finds itself in a landscape where there just aren't a lot of bright spots. Add on the weight of the debt and lease obligations the company's private-equity owners saddled the brand with, and a turnaround becomes a gargantuan task.

"It's hard to blame leadership when you have a problem that is unsolvable — I mean, getting the consumer back in the door, increasing traffic. All-you-can-eat shrimp can only do so much," Tristano said.

Red Lobster did not respond to a request for comment for this story. Golden Gate declined to comment. Thai Union pointed to a press release about its intention to exit its investment and said it didn't wish to comment further.

One bad promotion should not doom a restaurant chain like that.

As to what drove Red Lobster to the edge, it's clear that despite not being a very good idea, the blame doesn't fall on Endless Shrimp. Years of changing tastes, tough industry conditions, and poor brand management all contributed to the chain's difficult position. But plenty of other restaurants have faced similar issues and aren't on the verge of bankruptcy. What separates Red Lobster is a decade of private-equity and investor tampering. Pinging from owner to owner makes it hard to settle on a turnaround vision. The company faces challenges that necessitate a long-term view that requires patience — the kind that the short-term-focused Wall Street often struggles to tackle. Whether Red Lobster can turn it around from here remains to be seen: Even if it files for bankruptcy protection, the chain may not disappear. Plenty of companies go bankrupt and keep on keeping on.

"You've got to at least be able to pay your bills, and what's happened over the last five years is the cost of operating a restaurant has taken off," Maze said. "One bad promotion should not doom a restaurant chain like that."

Emily Stewart is a senior correspondent at Business Insider, writing about business and the economy.

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