Finished, the CDI?

A fine sleuth of the transition management that he deploys every day at Reactive Executive, David GALLOT is witness to a new era: the end of the CDI. Without affirming it, he sees it with his most seasoned candidates who more often decline internalization opportunities, in favor of a free career. Decryption.

Initially reserved for large groups, interim management is gaining more and more ground. With growth of 17% per year according to a XERFI study, many SMEs are now using Interim Managers for forward-looking mission formats of 4 to 5 months. In any case, this is what we saw in 2021 at REACTIVE EXECUTIVE with nearly a dozen missions sent by SMEs in increasingly diversified functions. In addition to the traditional HRD, DGA and DAF, there are commercial, industrial and site departments, and even niche expertise (particularly in the health sector: referent pharmacists or medical device consultants).

Double-digit popularity

This exponential popularity of interim management echoes another trend that we are experiencing from the inside at Reactive Executive. For our Interim Managers specializing in transformation and/or turnaround assignments, internalization issues are sometimes raised. What could be more legitimate? Aware of the shortage that weighs on such calibrated qualifications, organizations wish to lock in their collaboration. Not to mention the beautiful stories that can be woven and the links created. Except… that times have changed and that fashion is no longer at the CDI! While such requests used to result in permanent recruitment, today our Interim Managers decline them more systematically. And this, whatever the offer and the situation of the organization.

Fly from mission to mission

These profiles explain their choice very simply: they are too attached to their pivotal role, strategic as well as ephemeral. What do they like most? Solve problems independently in a given time. Once the diagnosis is made, the astonishment report made, the roadmap unrolled and the sustainability of the missions ensured, their only desire is to deploy this same device elsewhere. In a stimulating and, above all, new environment.

For nothing in the world, these Interim Managers would leave the agility of their situation, oriented operational efficiency, depoliticized, independent. Their status as sparring partner gives them an unparalleled field of action and their reputation guarantees employability! Conversely, the CDI requires, by definition, an established posture and a bond of subordination from which they and they have long been freed. Going back is therefore no longer possible.