Harvard Case - Scandinavian Building Group: A Leadership Challenge
"Scandinavian Building Group: A Leadership Challenge" Harvard business case study is written by Allen Morrison. It deals with the challenges in the field of General Management. The case study is 4 page(s) long and it was first published on : Jan 1, 2020
At Fern Fort University, we recommend a comprehensive strategy for Scandinavian Building Group (SBG) to address its leadership challenges and drive sustainable growth. This strategy focuses on strengthening leadership, fostering a culture of innovation, and implementing a strategic roadmap for international expansion.
2. Background
Scandinavian Building Group (SBG) is a family-owned construction company based in Sweden. The company has a strong reputation for quality and sustainability, but it faces challenges in adapting to a rapidly changing market. The company's founder, Anders, is nearing retirement and is struggling to find a suitable successor. The company's current leadership team lacks experience in international business and innovation, making it difficult to compete with larger, more agile competitors.
The main protagonists in the case study are:
- Anders: The founder and CEO of SBG, struggling to find a successor and adapt to the changing market.
- The Leadership Team: Lacks experience in international business and innovation, hindering SBG's growth potential.
- The Next Generation: The founder's children, who are not interested in taking over the company.
3. Analysis of the Case Study
This case study highlights several key challenges for SBG:
- Leadership Succession: The lack of a clear succession plan and the reluctance of the next generation to take over the company create a leadership vacuum.
- Lack of International Experience: SBG's limited international presence hinders its ability to tap into emerging markets and compete with global players.
- Innovation Gap: SBG's traditional approach to construction is failing to keep pace with technological advancements and changing customer demands.
- Culture of Resistance to Change: The company's long-standing culture, while strong, is resistant to change, making it difficult to implement new strategies and adapt to market shifts.
To analyze these challenges, we can utilize the following frameworks:
- SWOT Analysis: This framework helps identify SBG's strengths, weaknesses, opportunities, and threats.
- Strengths: Strong reputation for quality, sustainability focus, experienced workforce, strong financial position.
- Weaknesses: Lack of international experience, limited innovation, resistance to change, lack of clear succession plan.
- Opportunities: Expanding into emerging markets, adopting new technologies, developing innovative construction methods, attracting and retaining talent.
- Threats: Competition from larger international companies, economic downturn, fluctuating material costs, regulatory changes.
- Porter's Five Forces: This framework analyzes the competitive landscape and identifies the forces that influence SBG's profitability.
- Threat of New Entrants: Low, due to high barriers to entry in the construction industry.
- Bargaining Power of Buyers: Moderate, as customers have options but value quality and sustainability.
- Bargaining Power of Suppliers: Moderate, as SBG relies on a range of suppliers, but can negotiate favorable terms.
- Threat of Substitute Products: Low, as construction services are essential and difficult to replace.
- Rivalry Among Existing Competitors: High, as the construction industry is fragmented with numerous players.
4. Recommendations
To address SBG's challenges and achieve sustainable growth, we recommend the following:
1. Strengthen Leadership and Implement Succession Planning:
- Identify and Develop Potential Leaders: Implement a comprehensive leadership development program to identify and nurture potential successors with international experience and innovative mindsets.
- External Recruitment: Consider recruiting experienced leaders from outside the company to bring fresh perspectives and expertise in international business, innovation, and change management.
- Mentorship and Coaching: Establish a mentorship program to guide potential successors and ensure knowledge transfer from experienced leaders.
- Formal Succession Plan: Develop a formal succession plan that outlines the process for transitioning leadership and ensures continuity of operations.
2. Foster a Culture of Innovation:
- Embrace Technology and Analytics: Invest in technology and data analytics to improve efficiency, optimize processes, and develop innovative construction solutions.
- Create an Innovation Hub: Establish a dedicated innovation hub within the company to foster collaboration, experimentation, and the development of new ideas.
- Incentivize Innovation: Implement a rewards system that encourages employees to contribute innovative ideas and solutions.
- Partnerships and Acquisitions: Explore strategic partnerships with technology companies and potential acquisitions of innovative startups to accelerate innovation.
3. Implement a Strategic Roadmap for International Expansion:
- Market Research and Due Diligence: Conduct thorough research to identify promising emerging markets with high growth potential and favorable regulatory environments.
- Strategic Partnerships: Establish strategic partnerships with local companies in target markets to gain access to networks, expertise, and regulatory knowledge.
- Joint Ventures: Consider joint ventures with local partners to share risks and resources, and gain access to local markets.
- Cultural Sensitivity and Adaptation: Implement a cross-cultural training program to ensure that employees understand the nuances of doing business in different cultures.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The recommendations align with SBG's core competencies in quality and sustainability while addressing the need for innovation and international expansion.
- External Customers and Internal Clients: The recommendations focus on meeting the evolving needs of customers and attracting and retaining talent.
- Competitors: The recommendations help SBG compete with larger, more innovative companies by leveraging technology, expanding into new markets, and fostering a culture of innovation.
- Attractiveness: The recommendations are expected to drive profitability through increased market share, improved efficiency, and access to new markets.
6. Conclusion
By implementing these recommendations, SBG can address its leadership challenges, foster a culture of innovation, and achieve sustainable growth. This comprehensive strategy will allow the company to navigate the changing market landscape, attract and retain top talent, and secure its future in the competitive construction industry.
7. Discussion
Other alternatives not selected include:
- Selling the company: This option would provide a quick solution but would result in the loss of SBG's legacy and independence.
- Continuing with the status quo: This option would lead to stagnation and a decline in competitiveness, ultimately jeopardizing the company's future.
Key assumptions of the recommendations include:
- Availability of qualified leaders: Finding and developing suitable leaders with the required skills and experience is crucial.
- Financial resources: Implementing the proposed strategies requires significant investment in technology, training, and expansion.
- Market receptiveness: The success of international expansion depends on the receptiveness of target markets and the ability to adapt to local conditions.
8. Next Steps
The following timeline outlines the key milestones for implementing the recommendations:
- Year 1: Implement leadership development program, conduct market research for international expansion, and establish an innovation hub.
- Year 2: Recruit external leaders, finalize succession plan, and initiate pilot projects for new technologies.
- Year 3: Begin international expansion through strategic partnerships and joint ventures, continue investing in innovation, and monitor progress.
By following this strategic roadmap, SBG can overcome its challenges and emerge as a leading construction company with a strong global presence and a reputation for innovation and sustainability.
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Case Description
The case focuses on the efforts of Helena Borenius, an Executive Director of Scandinavian Building Group (SBG) Sweden who is in-charge of the company's civil engineering and construction work in Sweden. SBG is the disguised name of a major global construction and engineering company that was dealing with similar issues described in the case study. Borenius is under pressure to bid on work for a major expansion of the Arlanda Airport in Stockholm. However, she feels that the project is inconsistent with the company's as well as her own values.
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