Tag: Research Centers



Allison Halpern, BSBA ’18, wrote this post on behalf of Bauer Leadership Center.

Last week, the Bauer Leadership fellows discussed the challenges and responsibilities of a leader. All fellows are MBA students serving as Center for Experiential Learning team leads for a project within their practicum program. In this role, they need to manage relationships with their teammates, mentors, and clients.

To navigate these winding roads successfully, they collaborated and role played tough situations to understand how to solve problems and create impact as a leader. To extend this conversation beyond the meeting walls, I wanted to share their words of wisdom here to continue building values-based leaders here at WashU.

Communicate Early; Set Goals; Manage Expectations

Many fellows discussed coming into a team with prior friendships with other members. Established relationships can be difficult to break, especially if you are coming into a role as a superior with a team of fellow students. It is important to set the goals up front for you as a leader and other team members in various roles to give them freedom and leadership.

This allows everyone to have responsibilities where they can shine. It also grounds you with a sense of authority and respect.

And these conversations go beyond the team, too. Each group has a mentor to guide them through the practicum. They are there for guidance and to provide a more experienced perspective, but making sure they are doing this properly can be difficult.

Taylor Ohman, previous CEL team lead and BLC Fellow, said it well: “This is the Center for Experiential Learning—the point is to work through the struggles and learn how to do better.”

With this in mind, its important for this mentor to let students solve problems to learn and grow in this safe space.

Take on the Responsibility of the Team

As one of the fellows said it, be a “leader servant.” Leaders will get much of the praise when things go well—and all of the brunt if they don’t. If another teammate is having an off week, it is on the leader to pick up the slack.

And if nitty-gritty administrative work needs to be done, it is important for the leader to pick up on it to allow the rest of the team to focus on the parts that matter most to them. As a leader, it is your job to bring the best out of your team.

Sometimes, that means doing the not-so-glamorous work and taking the fall when things go wrong. But it’s also important to know how to bounce back.

Adapt, Improvise, and Shift Plans, If Needed

Of course, you can set goals and take on hard responsibilities, but some things just might not go as you thought—and that’s OK. As a leader, it is critical to learn how to act on your feet and continually manage performance.

If someone is not performing up to par, discuss it with this person in a direct, mature, and decisive manner. Improvise on what their responsibilities are to provide tasks that can be benchmarks for success. Every team member will work differently, so work to understand these differences to create a cohesive team dynamic.




Sarah Kaplan, BFA 2018, wrote this post on behalf of the Bauer Leadership Center.

Through a panel discussion cohosted by the Bauer Leadership Center and the Century Club Business Series, the 2018 Distinguished Alumni Award honorees shared how value systems have shaped their career paths.

  • Zack Boyers, MBA 01’, chairman and CEO, U.S. Bancorp Community Development Corp., St. Louis.
  • Shirley Cunningham, MBA ’08, executive vice president, AG Business and Enterprise Strategy, CHS Inc., Inver Grove Heights, Minnesota.
  • Munir Mashooqullah, MBA ’98, founder and custodian, Synergies Worldwide, Thailand.
  • Richard Ritholz, BSBA ’84, partner, senior portfolio manager and head of global commodities trading, Elliott Management Corporation, New York City.

A defining theme throughout the discussion was the significance of having a global perspective while relying on a focused value system.

Global Thinking

Richard Ritholz described not understanding globalization as going into a fight with one arm tied behind your back. In an increasingly “fast-changing and globalized world,” an appreciation for how other people think is incredibly important.

Having spent time abroad in England, Italy, Norway, and Holland working for Mobil Oil, Ritholz had to assimilate across many cultures.

“It really opened up my mind,” he said. “Without the experience of internationalization, I just don’t think I would have thought about things with as open a mind as I was able to, and I am not so sure I would have been as successful.”

Shirley Cunningham likewise shared how in her experience working around the world, a global perspective makes you think more broadly. “It makes you think in a more rounded way if you think about the globe as the opportunity versus just a narrow strip.”

With global opportunity also comes global responsibility. Munir Mashooqullah pointedly stated that all of us now have a global footprint.

“You cannot be a leader or a manager or have skills without understanding how things work around the world,” he said. Mashooqulla shared a tip he picked up from the president/CEO of Bain: CEOs have to be the leader of an ecosystem, not just a singular asset. This applies to not only global corporations, but also national organizations.

As Zach Boyers shared that working in a primarily US-based company, technology and global change still affect national organizations. In handling these global shifts and changes, it is important to have a dedicated core set of values to act upon.

Focused Values

In addressing a global business world, all four alums agreed on the importance of not just having core values, but focusing on implementing them within one’s own organization. Boyers got to the heart of the matter: “The question really becomes, what do values mean in practice and in an operating model in your business?”

To implement a core value of teamwork into his own operating model, Ritholz starts by understanding the impact of teamwork, then “I work backward and try to figure out what we need in order to engender that type of teamwork, spirit, and camaraderie.”

Mashooqullah shared another strategy implementing a values-based culture: Values must start at the top.

“We put on our website that reputation is what other people think of you, and that character is what you are,” he said. “Culture is important because without that, you cannot pre-populate an organization with what you think.”

Without a cultivated culture, it is difficult to act on specified values. Cunningham also emphasized a values-based culture. She shared an experience working in a blame-oriented culture.

From relying on her core values of integrity and problem solving, she was able to re-align with a business environment, which also supported that belief system. When it comes to values in a global world, a resounding reminder from these alums is that you cannot just talk to the talk, but you must walk the walk.

Be sure to click this link to see the Distinguished Alumni Symposium on April 12, 2018, or view the video below.




Don Dorsey, pictured in 2004,

Don Dorsey, pictured in 2004

C. Donald Dorsey, a member of Olin’s National Council, a longtime scholarship supporter, and distinguished alumnus, died on Thursday (May 3, 2018). He was 76.

Mr. Dorsey served as a senior executive for PetSmart during its rapid expansion from seven stores to more than 500. He even served a stint as interim CEO for the company’s operations in the UK, where he was credited with stabilizing its operations in the late 1990s and positioning the overseas unit for continuous improvement at that time.

Longtime members of the Olin community recalled Mr. Dorsey as a tireless booster for Olin and Washington University, where he received his BSBA degree in 1964.

“He was pretty close to me,” said Robert Virgil, dean emeritus at Olin. “He was one of my very first students when I started teaching. I go back a long way with him. I remember him well as a good student, a leader of his class and after graduating, a dedicated alum of Washington University—very generous.”

Virgil recalled Mr. Dorsey being very active in Washington University’s Scholarship Initiative Campaign. Indeed, he and his wife have been benefactors of the Donald and Lydia Dorsey Scholarship since 2006. Two years earlier, Mr. Dorsey had received Olin’s Distinguished Alumni Award for his career accomplishments.

“Don was a very special friend for Olin Business School and Washington University,” said Mahendra Gupta, former Olin dean and Geraldine J. and Robert L. Virgil Professor of Accounting and Management. “He loved his school and his university and was always there to support them and to be a great ambassador.”

Gupta recalled recruiting a reluctant Mr. Dorsey to the National Council by inviting him to a meeting, where he was impressed by the membership of the group and the intense dedication each member shared for the future of the school. He joined the council in 2009.

“Don was an engaged member of the Olin community through his service on our National Council,” Dean Mark Taylor said. “His commitment to supporting students is inspiring and I am grateful for how welcoming he was during my first year as dean.”

Career Highlights

Mr. Dorsey was a St. Louis native through-and-through, graduating from Normandy High School, attending Washington University, and signing on for his first job with Price Waterhouse locally. He worked there 12 years before moving into general management with retailers in the grocery, automotive, and eye-ware industries.

In 1989, Mr. Dorsey joined PetSmart—three years after it launched—as senior vice president and chief financial officer, helping the company through enormous growth. The chain had blossomed to more than 500 stores and Mr. Dorsey helped guide the company through its 1993 IPO before he retired in 1999.

“Being a CPA was a strong background for moving into general management,” Mr. Dorsey said upon receiving recognition as a distinguished alumnus. “In building PetSmart, we began by working with consumer focus groups to discover what our customers really needed. From that basis, we built on the concept of one-stop service for their pets.”

At about that time, after his leadership, the company’s UK unit was acquired by UK-based Pets at Home in December 1999. PetSmart later went private after its 2015 takeover by BC Partners for $8.7 billion.

Following his retirement, Mr. Dorsey worked as an adviser and investor for several development-stage consumer-related companies such as Ulta Beauty and Five Below.

His wife Lydia and his children were with him at the time of his death. Mr. Dorsey is survived by his wife, Lydia; daughter, Lisa. and son-in-law, Ken Stewart; daughter, Christine Dorsey; stepsons, Eric Bazarnic and Cliff Bazarnic; daughters-in-law, Lynn Ducey and Zoja Bazarnic.

Funeral arrangements are pending.

Pictured above: National Council member and BSBA ’64 Don Dorsey with Frank Duan, BSBA ’16, recipient of the Donald and Lydia Dorsey Scholarship.




The Bauer Leadership Fellows Program provides experiential leadership development for team leaders who lead CEL practicum teams. Recently, the BLC fellows had the opportunity to go to Creve Coeur Lake for a leadership development rowing retreat. BLC fellows reflect back on what they took away from the rowing experience.

Place Trust in the Team

BLC fellow Elizabeth Hailand, MBA ’19, described how effectiveness in crew widely paralleled effectiveness in team leadership. Like a team, a crew requires trust in all members to stay afloat. As rowing is a coordinated team activity, if one crew member is out of sync, the entire team is put at a disadvantage. Trust in each other is vital to rowing an effective boat.

Lead by Listening

Trusting the team also means allowing others to naturally take the lead. To keep the boat balanced, rowers with more practice stepped forward. BLC fellow Perri Goldberg, MBA ’18, reflected how the rowing retreat pushed natural leaders to listen, and allowed those with more experience to take the lead. This was a reminder to those in charge not to get caught up in their own status, but focus on the team vision.

Understand How to Motivate Your Team

Success in rowing is also attributed to effectiveness in coaching. As rowing is an exhausting workout, having the right motivation is essential. A fellow shared how the coach would sometimes “cold call” a single member of the boat to row.

While this fellow enjoyed this type of personal coaching, they learned that it did not suit all of their crew members. This helped the fellow appreciate the importance of a leader to understand the team dynamics. A strong leader knows how to motivate and encourage each individual team member, while not compromising the project goal.

Apart from proving its worth as a physically strenuous workout, the Creve Coeur rowing retreat was a great opportunity to reflect first hand on leadership values and implementation. As one fellow shared after the rowing experience, since January, they have grown as leaders from driving meetings to now acting as facilitators of great and healthy content within meetings.




Joe Piganelli, MBA ’18, wrote this post on behalf of Bauer Leadership Center. Olin Blog is running it today, the day of the Cardinal’s home opener against the Arizona Diamondbacks.

While the common fan may not view baseball this way, running a baseball team is just like running a business. Both require focus, discipline, and leadership skills. There are revenues, expenses, profits, and losses that must be managed for the team owners.

John Mozeliak, president of baseball operations for the St. Louis Cardinals, holds these responsibilities. He has implemented a unique system of coaching and feedback spanning the entire Cardinals organization.

Recently, the “Defining Moments” class at Olin had the opportunity to hear Mozeliak. He told us what leadership means to him, sharing the correlation between leadership and success within the Cardinals organization. What stuck out to me most about Mozeliak’s leadership tactics were his discipline and adherence to systems and his ability to focus on areas where he can have the most impact.

In the Cards’ organization, individuals receive bimonthly feedback on whether they are at a constant level of performance, improving performance, or declining performance. Those with constant or declining performance levels learn how they can achieve improving performance. This system sounds simple and intuitive, but is difficult. It requires amazing discipline, prioritization, and consistent management to stick to and maintain it.

Mozeliak’s strict adherence to systems, routines, and concepts of organizational management have provided him the means to sustain and enhance the mystical “Cardinal Way.” The key element to managing these systems is his ability to not micro-manage.  The “Cardinal Way”—the organizational philosophy of the team—depends not only on discipline, but also trust.

Mozeliak trusts his people and likewise his people trust him. He provides his team the autonomy and space to run these systems, creating a stronger team on and off the baseball field.

The privilege of listening to our (favorite) baseball team’s president of baseball operations was unforgettable. Mozeliak gave us a window into the hard work and discipline that goes into leading any organization to success—especially a winning baseball team.




Pharmacy benefit management firm research, Panos Kouvelis. Blog illustration.

Prescription drug consumers confounded by the cost of their medications can get a peek behind the curtain thanks to new Olin research into the complex “co-opetition” — cooperation and competition — among drug makers in the middleman-controlled US drug supply chain.

But, as Olin’s Panos Kouvelis explains, the system is so complex and opaque, it may be headed for government regulation.

Kouvelis’s research describes the complicated dynamics between drug manufacturers and “pharmacy benefit management” firms — massive companies like St. Louis’s Express Scripts or CVS Caremark that manage drug benefits and dispense medications for millions of patients as part of their employer-supplied healthcare coverage.

Kouvelis says his research shows that on one hand, drug makers compete with each other to build their brands and increase sales for similar medications. On the other hand, in the complicated world of PBMs, drug makers unwittingly cooperate. That’s because their price competition and volume-leveraged negotiations with the PBMs lower costs to PBM clients — employers — which increases the market for PBMs and the patients they serve, thus benefitting all drug manufacturers.

Deciphering a Complicated System

In fact, Kouvelis says the industry is destined to end up regulated by the government because the system is more opaque than almost any other supply chain. Consumers can pretty easily discern how automobile manufacturers and their suppliers make money, for example. But fewer understand how their $20 copay for anti-cholesterol medication gets split between the drug maker, the insurance company, and the pharmacy benefit manager.

“In a complex environment, we have to figure out how the prices are set when drug manufacturers work with PBMs,” said Kouvelis, director of The Boeing Center for Supply Chain Innovation and Emerson Distinguished Professor of Operations and Manufacturing Management.

“This is exactly the time that the government has to decide,” Kouvelis said, in light of the planned acquisition of Express Scripts by Cigna and the considered acquisition of Aetna by CVS. “The PBM is controlling three things: The price its clients pay, the copay patients pay, and the negotiated wholesale price charged by the manufacturer. What we’re finding out is that for a profit maximizing PBM it does make sense for some drugs, the drug cost to be actually lower than the copay.”

The research paper, entitled “Drug Pricing for Competing Pharmaceutical Manufacturers Distributing Through a Common PBM,” Kouvelis and his coauthors created a mathematical model of strategic interactions of the drug makers with the PBM. They use that model to measure the effect of the many variables at play in the system, including drug prices, tiered formularies (the list of drugs the PBM provides) with different copay levels, rebates to PBMs, demand, price sensitivity among patients, and market size.

The researchers — who included Yixuan Xiao at the City University of Hong Kong and Nan Yang at the University of Miami — used data from publicly accessible sources to test the mathematical model as much as possible. The paper has been published in the Production and Operations Management journal.

“The only thing we can calculate here are the profits of everyone in the game,” Kouvelis said. “From a competitive perspective, what is going to happen when we have rational players in it? How will drug manufacturers set prices? How will PBMs leverage their formularies for rebates and controlling costs to clients? To what extent is everyone benefitting? And who finally pays most of the drug costs?”

Turmoil in the Industry

The research is particularly timely: Express Scripts — No. 22 on the Fortune 500 with 2016 revenues of more than $100 billion — is now a merger target by insurance company Cigna. It’s the latest sign of turmoil in the industry. Express Scripts’s stock has been buffeted since its largest client, Anthem Inc., announced it would drop Express Scripts in 2020 in favor of launching its own PBM called IngenioRx.

Express Scripts is one of the three major players in the PBM industry, including OptumRx, owned by UnitedHealthcare, and CVS Caremark, which is in the process of acquiring insurer Aetna Inc.

One thing is clear from the research, Kouvelis says: PBMs seem to have very good returns on their invested capital. For one thing, they have sizable leverage over drug manufacturers through their decisions about which drugs are available through their services — the PBM’s “formulary.”

Drug makers with competing medications must therefore “play ball” with the PBMs in order to be included on the preferred tiers of the formulary, which means lower copays and a tendency to be used more often by the corporate employees who are served. Typically, PBMs have a three-tiered formulary allowing patients to pay a lower copay for generic drugs, for example, a middle-tier copay for certain “preferred” branded drugs, and a higher out-of-pocket cost for “non-preferred” medications.

The Middlemen Win

Meanwhile, PBMs earn revenues from two sides of the equation: First, from the fees their clients pay to manage their employee prescription drug plans. Second, drug manufacturers rebate a portion of their sales revenue to the PBMs for the business they receive. The PBMs often pocket much of those rebates, sharing a portion with their clients to help keep costs down for employers.

His paper describing the “co-opetition” among drug makers is Kouvelis’s second in a series of papers on pharmacy benefit managers. His first looked at how PBM clients make decisions about which middlemen to select and how that selection process drives formulary decisions and the fees competing PBMs charge for their plans.

As PBMs now merge with insurance companies, he is embarking on research to examine what that will mean for consumers and clients. His previous research substantiated why vertical integration of drug manufacturers and PBMs — which ended in the late 1980s — was not increasing social welfare.

That research also offered insights on conditions under which mergers of competing PBMs might not always translate into lower drug costs. Now, with the PBM ownership model focused on insurance companies or pharmacy chains, it is time to decipher their implications for drug prices and social welfare.

“The role of the PBM and how its ownership aligns with the overall drug supply chain is not very well understood. Other supply chains are a little more linear, a little more transparent,” Kouvelis said. “That’s what we were trying to understand in this paper — the role of the PBM in this process, how these negotiations happen among PBMs, drug manufacturers, and clients.

“Who makes most of that money in the drug supply chain? Hard to always say, but the middlemen in the industry — wholesalers, PBMs, and insurance companies — appropriate quite a lot for the investments they make in it,” Kouvelis said. “The benefits of further merging of such middlemen in an opaque supply chain are far from a no-brainer.”