Transition Management
Transition Management comes from the Netherlands and the United States in the 1970s. It only started to appear in France in the 2000s, and has experienced significant growth in a relatively short period of time.
At first, companies used Transition Management to deal with crisis situations which could not be managed solely by the companies themselves. The profession expanded to new fields of intervention and is now used as emergency or change management:
Launch of a strategic project or a new activity,
Improvement of commercial, financial or industrial performance,
Integration of an acquisition,
Temporary replacement of a key executive in an organization, etc.
The advantages of Transition management?
Transition Management’s significantly grown over the last several years, and its subsequent adoption as a benchmark management tool, is largely due to the quality of its people, the flexibility of its model, and the power of its network.
When a company faces a temporary lack or an unavailability of specific internal skills, traditional recruitment may not be the best option. Transition Management offers a safer alternative instead of a long and laborious operation, to which a difficult integration process is often added.
Transition Management is a more immediate solution (instantaneous recruitment process) and is quickly operational within the company.
As an expert in his field, and being experienced with emergency situations, the Transition Manager is able to lead a strategic project within a defined time frame without worrying about political issues and internal conflicts.
Moreover, unlike the traditional consultant whose role is to analyze a situation and recommend a solution, the Transition Manager is there to also implement and execute an Action Plan.
Finally, while interim management allows a person to be replaced in a vacant position to guarantee the continuity within an organization without disrupting current practices, Transition Management is most often part of a dynamic of transformation and change.
Transition Management’s significantly growth over the last several years, and its subsequent adoption as a benchmark management tool, is largely dueto the quality of its people, the flexibility of its model, and the power of its network.
When a company faces a temporary lack or an unavailability of specific internal skills, traditional recruitment may not be the best option. Transition Management offres a safer alternative instead of a long and laborious operation, to which a difficult integration process is often added.
Transition Management is a more immediate solution (instantaneous recruitment timesprocess) and is quicklyoperational within the company.
As an expert in his field, and being experienced with emergency situations, the Transition Manager is able to lead a strategic project within a defined time frame without worrying about political issues and internal conflicts.
Moreover, unlike the traditional consultant whose role is to analyze a situation and recommend a solution, the Transition Manager is there to also implement and execute an Action Plan.
Finally, while interim management allows a person to be replaced in a vacant position to guarantee the continuity within an organization without disrupting current practices, Transition Management is most often part of a dynamic of transformation and change.
What types of assignments do our Transition Managers deal with?
Organizational
Transformation
Launch of a
strategic project
Performance
Improvement
Crisis
management
Corporate
Governance
Functional management on a work-sharing basis
Temporary replacement of a key executive or manager in an organization
Organizational Transformation
Launch of a strategic project
Performance
Improvement
Crisis
management
Corporate
Governance
Functional management on a work-sharing basis
Temporary replacement of a key executive or manager in an organization
How does an assignment at Adven Transition work?
In order to respond our clients’ problems and guarantee the success of the missions entrusted, we have developed a structured and scalable approach, depending on the complexity of the situations to be handled:
UPSTREAM PHASE
Understanding of the issues and definition of objectives
Choice of Transition Manager
Assessment of the issues and definition of the action plan
EXECUTION PHASE
Implementation and execution of the action plan
Mission management
DOWNSTREAM PHASE
Conclusion and skills transfer
The Transition Manager ensures communication and reporting to the governing bodies of our clients throughout the project, with the support of the Partner of the firm in charge of the supervision of the mission. Tripartite steering committees are held on a monthly basis in order to measure progress against the objectives defined in the engagement letter.
Once the mission has been completed, responsibility for the actions taken is passed on to the company’s management to ensure the continuity and sustainability of the results achieved.