Transition manager by choice!
The Covid-19 crisis has had the effect of an electric shock for companies.
Any organization, regardless of its strength, size, sector of activity, has been affected either negatively or positively.
In any case, interim management once again appeared as a tailor-made operational solution for this high-stakes period.
Like the oil crisis of the 80s or the economic crisis of 2008, interim management once again shines with its efficiency and agility.
This agility is essential, each manager must be able to make the organization he joins feel it. It is a vector of enthusiasm, it makes it possible to be the new engine of an organization that is sometimes out of breath, in search of energy around a transformation project.
Interim management, a choice in its own right and no longer by default.
Today, companies are sensitive to BUSINESS interim managers! It is no longer a last resort or an exceptional lever. The difficulty of companies to have the reflex of transition management disappears a little more each day. If the periods of crisis must have an interest it is well in the anchoring of the management of transition in the mores of the HRD and the presidency. The interim manager must promote this career choice and proudly legitimize its high added value.
Mentalities are changing and the findings are glaring
The cycles on general management functions are getting shorter and shorter, they correspond to the observed durations of a transition mission. The duality between these shortened cycles and the extremely high stakes of a transformation mission gives meaning to interim management. The market systematically recognizes the total and flawless involvement of a manager who brings a dynamic and a dimension other than a permanent person on the job.
